Senior Technical Recruiter (Remote)
Careers @ techruiter! – Tech Recruitment /
Type - Permanent
Techruiter is one of the fastest-growing tech recruiting startups. Since our launch in 2019, we've helped scale over 40 technology startups and expanded our team from three founders to a team of 18 recruiters in 18 months!
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!
Join us in our new Technical Sourcing division, working closely with the founders. You will have live, enticing jobs to work from day one, with venture-backed startups who require bright and curious recruiters to help them scale their technical teams. The average salary of jobs we fill is $200,000, our average time to fill is 4 weeks and our top commission bracket is 43% (no cap, no threshold and no draw) so you will have every opportunity to maximize your earning potential.
The role is fully remote with an option to work out of one of our hubs in 2022; as we build physical presences post pandemic.
You will be joining one of the most advanced technical recruitment teams in the US; we have a truly innovative culture, built around unwavering honesty and an “Every day is Day One” attitude. And with our unmatched commission structure and great benefits, rest assured that you will be well-rewarded for your hard work.
Since May, we have added 11 people to our team, including Computer Science graduates (turning them into recruiters) and experienced salespeople with a true passion for technology. Our model of data-driven sourcing is yielding solid results: We use advanced sourcing techniques, we build excellent content, and we deep-dive in our technical screening.
Our unconventional truth is this: “In order to be an excellent technical recruiter, you have to understand technology.”
Our ideal hire:
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, prioritize 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
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.
Raw intellectual horsepower
Recruitment is fundamentally a puzzle, with lots of moving pieces that tessellate in complex ways. We need excellent problem-solvers, who can weigh up complex and competing requirements quickly and accurately.
True curiosity about technology
How can you be a great recruiter in technology if you’re not endlessly curious about the technological world? Recruiters who lack that passion don’t go out of their way to learn about new tech. We want geeks who get excited by tech, whether that's diving into html for your blog or modding your favourite game!
Recruiters have earned a reputation for playing fast and loose with the truth. (see the numerous threads on Hacker News or r/recruitinghell on the topic!). 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. Always.