Technical Recruiter, Parallel

• This is a hands-on role for someone who enjoys sourcing, engaging passive candidates, managing a high-quality candidate experience, and working closely with hiring managers in a fast-moving startup
• The ideal candidate began their recruiting career in an agency or search environment, developed strong outbound recruiting fundamentals, and has since moved into an in-house recruiting role at a startup or high-growth technical company
• 3+ years of recruiting experience with meaningful ownership of full-cycle technical recruiting
• Early career experience in agency recruiting, search, staffing, or another high-volume outbound recruiting environment
• Experience recruiting both hardware and software talent in a hard-tech, robotics, autonomy, automotive, aerospace, manufacturing, industrial, or similarly complex technical environment
• Strong outbound sourcing skills, including target company mapping, LinkedIn Recruiter, candidate research, outreach campaigns, follow-ups, and passive candidate engagement
• Ability to partner directly with hiring managers to define roles, calibrate on candidate quality, manage pipeline, and drive searches forward
• Experience using recruiting tools such as Greenhouse, LinkedIn Recruiter, Noon.ai, or similar platforms

Desirable

• Parallel Systems is building autonomous, battery-electric rail vehicles to modernize freight transportation. We are hiring a Technical Recruiter to help us build the engineering and technical teams bringing this technology into the real world
• This role sits on the Talent team and reports to the Head of Talent. You will own full-cycle recruiting for assigned technical searches, with a focus on building exceptional hardware and software teams across engineering, vehicle development, manufacturing, and operations
• You will play a meaningful role in helping Parallel build the team needed to bring autonomous rail technology into commercial operation
• Own full-cycle recruiting for assigned technical roles, from intake through offer close
• Partner with hiring managers to define role requirements, calibrate on the talent bar, build search strategies, and keep searches moving with urgency
• Build and execute outbound sourcing strategies for priority roles, including target company mapping, candidate research, outreach, follow-ups, and pipeline conversion
• Maintain a consistent sourcing cadence across assigned searches and use data to improve outreach quality, response rates, qualified screens, and interview conversion
• Recruit across both hardware and software functions, including mechanical engineering, electrical engineering, embedded systems, autonomy, controls, backend software, manufacturing, vehicle integration, and test engineering
• Screen candidates for technical alignment, relevant experience, motivation, compensation expectations, and likelihood to close
• Manage a structured and high-quality candidate experience throughout the process, including outreach, interview coordination, feedback collection, debrief support, candidate communication, and offer support
• Use Greenhouse, LinkedIn Recruiter, Noon.ai, and other recruiting tools to manage pipeline, maintain accurate data, and provide clear hiring manager visibility
• Identify practical opportunities to improve recruiting workflows, sourcing effectiveness, candidate communications, reporting, or interview process quality
• Represent Parallel in the market with credibility, professionalism, urgency, and sound judgment
• In 30 Days: You are independently supporting assigned searches, building sourcing plans, running outreach, presenting qualified candidates, and providing clear pipeline updates to hiring managers. You have established a consistent sourcing cadence and are generating qualified screens for priority roles
• In 60 Days: You have closed your first role and are actively progressing additional priority searches. You are demonstrating measurable sourcing performance across outreach activity, response rates, qualified screens, onsite conversions, and pipeline quality
• In 90 Days: You have closed 1-2 critical hires, built repeatable pipelines for recurring technical roles, and contributed at least one practical improvement to sourcing, candidate communication, reporting, or recruiting workflow