Technical Recruiter | Engineering

About [Employer]

[Employer] is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.

The problems are high-stakes, data-dense, and unforgiving.

We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At [Employer], everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.

The median [Employer] customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without [Employer]. We believe every ambitious company deserves the same.

If you want to build systems that directly shape how companies move and manage billions, [Employer] is the place to do it.

About the Role

[Employer] is building something ambitious, and we believe our most important advantage is our people. This role sits at the foundation of that belief. You'll help shape how [Employer] identifies, evaluates, and hires world-class engineering talent, with a particular focus on the engineers at the center of what we're building next.

This is a craft role. You'll own pipelines end-to-end, partner directly with our Engineering leadership, and be accountable for the quality of the people we bring through the door. We're looking for a Technical Recruiter who treats hiring as a discipline. Someone who cares as much about candidate experience and calibration as they do about closing.

You won't just be working off a req list. We're looking for someone who can take ambiguous or high-level direction from engineering leadership and turn it into a sharp, targeted search, knowing exactly who they want before the role even opens. You'll be expected to have strong opinions on talent, defend them with evidence, and push back on stakeholders when the bar is at risk.

Recruiting at [Employer] is owned end-to-end, not handed off. This role requires someone who stays close to the candidate, close to the hiring manager, and close to the work, so context never gets lost between hand-offs.

What You’ll Do

• Partner closely with our Engineering leadership and hiring managers to deeply understand the requirements of each role and how it fits into the organization
• Manage full-cycle recruiting for multiple, complex searches across our Engineering organization, owning every stage from first touch to signed offer
• Build deeply targeted sourcing strategies. Know the companies, the teams, and the individual engineers worth pursuing before opening a search
• Partner with our sourcing team to iterate on creative strategies for talent pipelines and competitor mapping
• Run candidate process with urgency and care. Same-day follow-up, next steps booked before you hang up, no candidate left chasing us
• Manage pipeline activity, maintain data integrity, and proactively share data-centric updates with internal stakeholders. Spot funnel issues early and bring evidence to calibration conversations, not just gut
• Drive offer processes for candidates, including extending offers, negotiations, closing candidates, and generating offer letters
• Act as a strategic advisor, not a req-filler. Anticipate hiring needs, shape strategy alongside engineering stakeholders, and translate abstract asks into concrete target lists, comp frameworks, and close plans
• Lead initiatives that raise the bar on how technical recruiting operates at [Employer], including interview loops, interviewer training, scorecards, and other cross-functional efforts that increase hiring quality and speed
• Build excellent relationships across the recruiting team and your engineering client groups

What We’re Looking For

• 5+ years of full-cycle technical recruiting/sourcing experience in a similar role at a high-growth technology company or startup
• Demonstrated track record hiring for deeply technical engineering roles. You can hold a credible conversation with a hiring manager about the work, not just the title
• You build and use AI across every stage of the recruiting process, from how you find candidates to how you screen, calibrate, and close them. You're a sourcer at heart, don't wait for inbound, and treat your tooling as part of the craft
• Excellent written and verbal storytelling communication skills
• Ability to influence at various levels in an organization, anchoring on data-driven decision-making
• Operationally strong, detail-oriented, and comfortable navigating ambiguity in a fast-moving environment
• Genuine care for the candidate experience. You believe how someone is treated through the process is as much a reflection of [Employer] as the offer itself

Benefits available to all full-time [Employer] employees (Global)

• Flexible PTO
• Centralized home-office equipment ordering
• Health and wellness stipend
• Budget for intra-office travel
• Weekly coffee stipend

United States

• 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
• One Medical annual membership
• 401(k), including employer match on contributions made while employed by [Employer]
• Fertility HRA (up to $10,000 per year)
• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
• Pet insurance
• In-office perks: lunch, snacks, drinks, and more
• Relocation expense coverage to NYC or SF (if needed)

Canada

• Group medical, dental, and vision coverage through Sun Life
• Life, AD&D, and disability coverage
• Fertility drug coverage (up to $4,000 lifetime)
• Group Retirement Plan with employer match (RRSP + DPSP)
• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
• Employee Assistance Program and virtual care through Lumino Health

United Kingdom

• Private medical insurance through Freedom Elite
• Virtual GP and at-home care via eMed x Livi
• Workplace pension through Penfold, with salary sacrifice option
• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

Other notices

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Beware of recruiting scams: [Employer] will only contact you through official @[Employer].com email addresses and will never ask for payment or sensitive personal information during the hiring process.

[Employer] Applicant Privacy Notice