Senior Recruiter, Fingerprint

• 6 - 10 years of full-cycle recruiting experience, with demonstrated success hiring across both technical and go-to-market functions
• Track record of owning high-volume requisition loads independently, with high ownership and minimal oversight
• Demonstrated focus on quality of hire, not just speed or volume, with evidence of strong post-hire performance and retention across past searches
• Strong proficiency with Greenhouse (ATS) and sourcing tools (LinkedIn Recruiter, Gem)
• Exceptional communication, negotiation, and relationship-building skills across both technical and business stakeholders
• Strong organizational and time-management skills with the ability to prioritize competing demands
• Familiarity with technical concepts and terminology and the ability to evaluate and speak credibly to engineering and technical role requirements
• Preference given to candidates with experience in SaaS B2B startup organizations

Desirable

• As a Senior Recruiter at Fingerprint, you'll own full-cycle recruiting across both Go-to-Market and Technical roles, partnering closely with hiring managers and leadership to build teams and hire exceptional talent during a critical stage of growth. This is a highly consultative role for someone who thrives in a fast-paced startup environment, enjoys solving complex hiring challenges before they slow down a search, and isn't afraid to introduce new ideas
• You'll act as a trusted talent advisor, helping leaders define hiring strategies, calibrate talent, navigate market conditions, and drive hiring decisions from kickoff through offer acceptance. The ideal candidate is proactive, resourceful, highly organized, and brings a strong sense of ownership to every search
• Full-Cycle Recruitment: Own the end-to-end recruitment process for both technical (e.g., Software Engineers, Product Managers) and non-technical (e.g., Marketing, Sales, Operations, People) roles
• Candidate Sourcing: Leverage a mix of channels - LinkedIn Recruiter, Gem, Reddit, job boards, professional networks - utilizing creative outreach strategies to proactively identify and engage both technical and GTM talent
• High Volume Pipeline Ownership: Build and maintain an active, high quality pipeline across multiple requisitions simultaneously, balancing speed with a strong bar for quality and ensuring diversity & inclusion within talent pools
• Strategic Hiring Manager Partnership: Act as a true partner to hiring managers, collaborating closely on role requirements, scoping, team dynamics, advise on market insight, and help shape hiring strategy to support long-term hiring goals
• ATS Management: Use Greenhouse to track candidate progress, schedule interviews, and maintain accurate and up-to-date records
• Recruitment Metrics: Track and analyze key recruitment metrics to continuously improve the effectiveness of recruiting strategies and processes
• Candidate Experience: Ensure a positive experience for all candidates by providing timely updates, feedback, and a professional interview process
• Employer Branding: Contribute to the enhancement of Fingerprint’s employer brand by promoting our culture, values, and opportunities in the market
• Market Insights: Bring data-driven insights and recommendations to hiring managers and leadership to improve pipeline health, recruiting operations, and strategy