Technical Recruiter Jobs

About The Position

Requirements

• At least 5 years of full-cycle technical recruiting experience.
• Track record of recruiting and closing exceptional technical talent in one or more areas such as software engineering, machine learning, infrastructure, security, data, product, or technical leadership.
• Ability to build trust with experienced hiring managers, ask thoughtful questions, respectfully challenge assumptions, and clarify ambiguous searches.
• Ability to build targeted talent maps, engage passive candidates, and use creative sourcing approaches.
• Strong candidate judgment, critical thinking, analytical ability, and reasoned decision-making.
• Strong organization and attention to detail, with the ability to manage multiple priorities while maintaining momentum and quality.
• Ability to use data to understand recruiting performance, identify patterns, and inform decisions.
• Ownership, adaptability, learning agility, and follow-through in changing or ambiguous environments.
• Commitment to candidate experience and inclusive recruiting processes.
• Curiosity about AI and motivation to experiment with and incorporate AI into recruiting work.
• Collaborative approach and interest in improving recruiting team systems, practices, and experience.

Nice To Haves

• Technical recruiting experience at a high-growth technology company or in a similarly complex environment.

Responsibilities

• Partner with hiring managers and technical leaders to understand business goals, team structures, role requirements, and success capabilities.
• Develop and execute recruiting strategies for technical searches across engineering, product, machine learning, infrastructure, security, data, technical program management, and related functions.
• Own the full recruiting lifecycle, from intake and market mapping through sourcing, assessment, closing, and onboarding handoff.
• Build pipelines of active and passive candidates through research, outreach, referrals, communities, events, and other sourcing channels.
• Advise hiring teams on talent markets, compensation expectations, competitive dynamics, candidate motivations, and search tradeoffs.
• Define candidate profiles, calibrate interview processes, improve signal quality, and maintain a consistent hiring bar with hiring teams.
• Provide a timely, transparent, inclusive, and compelling candidate experience.
• Use recruiting data and market intelligence to identify risks, improve funnel health, guide prioritization, and communicate progress and recommendations.
• Maintain accurate recruiting systems and documentation.
• Use AI tools and automation to improve research, sourcing, candidate communication, workflow efficiency, and decision quality while preserving sound judgment and a human-centered experience.
• Contribute to recruiting programs, employer brand initiatives, talent communities, and operating mechanisms that strengthen Glean’s reputation in the technical talent market.
• Share knowledge, mentor teammates, and help establish effective recruiting practices as scalable team standards.

Benefits

• Medical, vision, and dental coverage.
• Generous time-off policy.
• Opportunity to contribute to a 401(k) plan.
• Home-office improvement stipend.
• Annual education stipend.
• Annual wellness stipend.
• Regular company events.
• Healthy lunches provided daily.
• Competitive compensation; certain roles may also be eligible for variable compensation and equity.