Technical Recruiter, Freeform

• Bachelor’s degree from an accredited university or 4+ years of professional experience as a recruiter in lieu of a degree
• 3+ years of technical recruiting experience in software, machine learning, mechanical, electrical, or similar engineering discipline
• In-house recruiting experience

Desirable

• Freeform is deploying software-defined, autonomous metal 3D printing factories around the world, bringing the scalability of software to physical production. Our proprietary technology stack leverages advanced sensing, real-time controls, and data-driven learning to produce digitally-verified, flawless parts at unprecedented speed and cost.
• Our mission is to make the transformative power of 3D printing available to all industries at scale and unlock the future of innovation
• We are looking for an experienced Technical Recruiter to play a critical role in building the team that is creating the world’s most advanced metal 3D printing technology. You will run a full desk focused on sourcing, screening, interviewing, and onboarding top talent.
• You will work closely with your teammates and company leadership to identify areas of improvement in the recruiting process, and will implement measures to drive innovation, efficiency, and standards of excellence within hiring practices.
• You will have an opportunity to recruit for a wide variety of deep-tech, operational, and leadership level disciplines, and will get to play a part in new initiatives in the future such as intern and university recruiting. The right person for this role will have a “no job too big or small” mentality, an unwaveringly positive attitude, a mission-driven mindset, a team-oriented attitude, and no ego
• Full cycle recruiting including sourcing, screening, hosting onsite interviews, running interview debriefs, managing offer processes, and closing
• Provide a high-touch experience throughout the recruiting process with internal stakeholders and candidates while continuously keeping the pipeline active and supporting critical, hard-to-fill technical positions
• Meet with teammates and company leadership to discuss headcount, new requisitions, hiring strategy, and/or interview feedback
• Expand on talent acquisition efforts such as organizing company tech talks, attending external events, and other avenues of getting in front of top talent
• Collaborate with teammates on employer branding strategies and campaigns
• Analyze data, track metrics, and develop innovative ways to raise the bar on how to hire talent