Technical Recruiter

The impact you'll have here
Build a high-velocity recruiting engine that efficiently identifies and recruits the best technical talent to TRM.

Manage the full recruiting lifecycle across a variety of technical roles and teams.

Create positive candidate experiences throughout every touchpoint.

Develop creative and impactful sourcing strategies that will help us find and hire a diverse and exceptional team.

Continuously improve our recruiting processes and increase the efficiency of our hiring.

What we're looking for
5+ years of technical recruiting experience in high-growth US-headquartered tech startups

Proven experience in hiring hard-to-fill technical roles, with expertise in using sourcing tools, conducting market research, and developing personalized outreach strategies.

Ability to analyze and interpret recruiting metrics, conversion rates, and market data, using these insights to refine strategies and provide actionable feedback to hiring managers.

Quickly familiarize oneself with new roles and requirements, showcasing flexibility, curiosity, and a high tolerance for change in a fast-paced, high-growth environment.

Exceptional communication skills to work effectively with hiring managers, provide regular updates, and manage expectations. Skilled at building trust and acting as a strategic partner in the hiring process.

Strong persistence and a results-oriented mindset to handle challenges, follow up on passive leads, and meet ambitious outreach targets.

Bonus if you’ve sourced for the following teams: Data Science, Backend, Frontend, Full-Stack, Infrastructure, and/orSecurity.

Learn about TRM Speed in this position:

Within 72 hours of receiving a position, you schedule the intake meeting, open the position in the ATS, post the description, design the interview process, configure the interview plan.

Within week of opening a position, you have conducted 5-10 Recruiter Screens and have conducted the first sync with the Hiring Team for calibration.

Two weeks after the initial interviews, you analyze the data to identify what is and isn’t driving pass rates and conversions. You share your insights and recommendations with the hiring team to refine and optimize the search, and you continue to monitor and adjust the approach until the position is filled.