Lead Technical Recruiter
New York /
techruiter Careers – Tech Recruitment /
Techruiter. is one of the UK's fastest growing tech recruitment startups emerging from 2019
Since our launch, we've helped scale over twenty engineering, product & science companies and expanded our team from three founders to a team of ten recruiters within 12 months!
We now embark on the challenge of opening our first non UK entity and are targeting East Coast US as a launch pad for Techruiter. to scale across North America.
We’ve built teams working on cool products such as Driverless Cars; Healthcare AI; cutting edge Financial Trading, E-commerce, Ad Tech platforms and much much more. We’ve got an exciting journey ahead of us, if you want to be a part of our mission to redefine team building - then please get in touch!
We’re working with technology and product companies to help them build their software engineering and technical teams.
Joining us our first Recruiter hire you will drive our growth efforts in hiring Tech Talent across some of the best Tech Innovation Firms across in NYC and DC areas. With a focus on targeting clients in Fin-tech, AI Healthcare and Tier 1 Quantitative HedgeFunds. You must already have experience recruiting in this market at a high level of delivery.
Our 1st year was 2019, we grew from 3 to 11 people. Next, we want to accelerate into hyper-growth mode! Blitz-scaling :)
Last year we hired a mix of people; including Computer Science graduates (turning them into recruiters) and experienced sales people with a true passion for technology. Our model of data driven sourcing is yielding good results; we use advanced sourcing techniques, we build excellent content and we deep dive in our technical screening; all of these gives us a competitive edge against our competitors.
You will be joining one of the most advanced technical recruitment teams in the UK; we have a truly innovative culture, built around unwavering honesty and an ‘EVERY DAY IS DAY 1’ attitude. We have an unmatched commission structure that goes up to 43%.
We're looking for:
Experience of exceptional delivery on difficult / complex requirements
You will have gained this in a recruitment agency or in an internal recruitment role (both would be ideal, though for someone exceptional one or the other will suffice). What we’re looking for is the ability to gather requirements perceptively, prioritise effectively, pitch amazingly and delight your clients with exceptional delivery. As an experienced tech recruiter, you should have a reasonably good name in the industry as a result.
Good Tech Knowledge (at least!)
We can teach a good amount of tech knowledge to our tech recruiters; but if you’ve been in this industry for a number of years, you should have a broad understanding of technologies, in areas such as (but not limited to): technology stacks; programming languages and paradigms; database and infrastructure technologies; distributed computing and machine learning. We want (and great engineers expect) more depth and differentiation than simple “keyword matching”.
Track record of great candidate experience
Technologists hate it when you don’t get back to them, or treat them like a commodity. We’ve recently done research in this area with a survey (ongoing), and the prevailing opinion of the tech recruitment industry is suboptimal, principally because of this. Engineers, Scientists and Product Managers should want to work with you because you represent their interests effectively, and you treat them with the respect they deserve.
We're also looking for:
Raw Intellectual Horsepower
Recruitment is fundamentally a puzzle; with lots of moving pieces which tessellate in complex ways. To say that you don’t need high levels of general cognitive ability to be a great recruiter is demonstrably false. We need excellent problem solvers, who can weigh up complex competing requirements quickly and accurately.
True Intellectual Curiosity in Technology
How can you be a great recruiter in technology, if tech doesn’t fire your intellectual curiosity? Recruiters who aren’t orientated towards technology don’t go out of their way to learn about new techs. We want geeks who get excited by tech megatrends, gadgets, apps, games (or similar).
Recruiters have earned a reputation for playing fast and loose with the truth. Perhaps that’s overstated; but nonetheless, if we’re going to make a real impact on the industry we need to be rigorously honest recruiters. In reality, this means having the strength of character to tell the truth as completely and articulately as you can manage. Always. In the medium to long term, this is the only way to truly succeed in tech recruitment