Senior Technical Recruiter, Apollo.io

• 5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
• Deep technical credibility: you understand engineering roles and levels well enough to source and assess without a script
• A track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
• Strong independent sourcing chops and a bias toward top-of-funnel ownership
• Proven ability to influence hiring managers with data and market insight
• Hands-on AI fluency: you can walk us through specific workflows you've built and the results they drove
• High ownership, comfortable with ambiguity and extreme pace
• Strong familiarity with Claude, ChatGPT, or other LLMs

Desirable

• We're hiring a Senior Technical Recruiter to own hiring for complex, high-priority roles across Apollo's R&D org: Engineering, Data Science, and Security. You'll report to our Manager of Talent Acquisition and partner directly with engineering leaders
• This isn't a req-execution seat. You'll deliver strong results on your own searches and improve how hiring works around you: running hiring sprints, sharpening sourcing strategy, and building AI workflows the rest of the team picks up. You bring a playbook, adapt it to Apollo, and make it better
• Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offer
• Build intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companies
• Adapt your approach in real time based on market signals and funnel data, not just volume
• Calibrate pipelines with hiring managers early so the first slate lands
• Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality
• Run sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing starts
• Push back with data when expectations and the market don't match, and handle tough conversations independently
• Pitch Apollo's mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talent
• Treat recruiting like sales: understand motivations, manage expectations, and close
• Keep every candidate informed and respected, hire or no hire
• Own clean pipeline data in Greenhouse and Gem
• Diagnose conversion and velocity patterns across your vertical and turn them into recommendations
• Use data as the foundation for stakeholder conversations, not an afterthought
• Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting
• Measure their impact on speed and quality, then share what works with the team
• Critically evaluate AI outputs; you know when to trust the tool and when to override it
• Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoff
• Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts
• Lead team-level initiatives: hiring sprints, process improvements, pipeline strategies
• Drive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAs
• Spot what's broken in your corner of the hiring system and fix it