Senior Recruiter, Flex

• 5–7+ years of recruiting experience, including technical roles
• Demonstrated success hiring engineers, product managers, or data roles
• Strong sourcing skills and comfort doing high-volume outbound for hard-to-fill positions
• Ability to understand and evaluate technical role requirements (you don’t need to code, but you need to ask the right questions)
• Experience running structured interview processes and reducing false positives/negatives
• Highly organized, data-driven, and detail-oriented
• Clear communicator who can push back on vague requirements and raise the hiring bar
• Thrives in fast-paced, high-growth environments with evolving needs
• This role directly impacts product velocity, technical quality, and company execution. You’ll work closely with leadership, influence hiring standards, and help build teams that scale responsibly and sustainably

Desirable

• We hire exceptional people who want to build hard things and see their work matter immediately. Roles are available in: San Francisco, Miami, New York, and fully remote
• We’re hiring a Recruiter who can operate as a true hiring partner to engineering, product, data, and business leaders
• This role requires comfort recruiting for technical and semi-technical roles, strong signal judgment, and the ability to translate business needs into clear hiring profiles
• You’ll own end-to-end recruiting while helping build scalable, high-quality hiring systems
• Own full-cycle recruiting for technical and non-technical roles (engineering, product, data, GTM, operations)
• Partner with hiring managers to define role scope, seniority, success metrics, and technical expectations
• Build outbound sourcing strategies using LinkedIn, GitHub, referrals, and targeted research
• Screen candidates for technical baseline, problem-solving ability, and role-specific depth (not just keyword matching)
• Coordinate structured interview loops and ensure consistent signal capture across interviewers
• Manage candidate pipelines, interview feedback, and hiring decisions in an ATS
• Drive offer strategy and closing, including leveling, compensation alignment, and counter-offer navigation
• Analyze funnel metrics (conversion rates, time-to-fill, source quality) to improve hiring efficiency and quality
• Continuously refine hiring processes, interview rubrics, and candidate evaluation frameworks