Senior Technical Recruiter

At Ambient, the Senior Technical Recruiter plays a crucial role in shaping our hiring strategy for technical roles. You will be responsible for identifying and sourcing candidates, managing pipelines, and ensuring transparency in hiring metrics. Additionally, you will design and execute recruiting plans in close collaboration with hiring managers, providing insights and best practices that enhance the overall candidate experience.

The ideal candidate for the Senior Technical Recruiter position at Ambient should have at least 5 years of full-cycle recruiting experience, with a particular focus on engineering teams. A minimum of 2 years in-house recruiting experience is preferred. Candidates should possess strong tech and industry knowledge, excellent consultative and interpersonal skills, as well as the ability to evaluate both technical aptitude and cultural fit in candidates.

Yes! The Senior Technical Recruiter role at Ambient is a remote position. However, candidates should be aware that they need to work in alignment with our Pacific or Mountain time teams. If you are located near our offices in Salt Lake City, UT, or Menlo Park, CA, you are welcome to work from either location.

Ambient prides itself on fostering a collaborative and innovative culture where every team member plays a critical role in transforming apartment living. As a Senior Technical Recruiter, you will collaborate closely with engineering and design leaders, influence business decisions, and work in a fast-paced environment that values transparency and candidate engagement throughout the hiring process.

Essential skills for the Senior Technical Recruiter at Ambient include strong candidate management capabilities, proficiency in evaluating technical aptitude, and the ability to communicate effectively across different levels of the organization. Additionally, a consultative approach and a solid understanding of engineering skills in the tech industry are crucial for success in this role.

When sourcing candidates for technical roles, I prioritize a multi-channel strategy that leverages networking, social media, and industry connections. I believe in employing creative outreach methods and networking within tech communities to find passive candidates who might not be actively job searching but are open to new opportunities.

My experience in evaluating technical skills revolves around developing tailored interview questions that assess both practical knowledge and problem-solving abilities. I will often utilize coding challenges or work samples in collaboration with hiring teams to accurately gauge a candidate's technical proficiency.

I believe that candidate engagement is vital for a positive hiring experience. I focus on maintaining clear communication throughout the recruitment process by providing timely updates and constructive feedback, as well as ensuring that candidates feel valued and informed at every step from application to offer.

In cases of disagreement with hiring managers, my approach is to foster open communication to understand their needs better while providing data-driven insights into the hiring process. I aim to align our objectives by being consultative and ensuring that we remain focused on finding the best candidate for the team.

I stay updated on industry trends by continuously engaging with professional networks, attending conferences, and participating in webinars. I also read relevant literature and follow thought leaders to ensure I'm implementing the best practices in recruiting that resonate with candidates and align with company goals.

To build a talent pipeline, I leverage a combination of proactive outreach, referral programs, and engagement with passive candidates. I also focus on employer branding to attract top talent, using social media content and networking to keep potential candidates informed about our company culture and opportunities.

In one instance, I worked diligently to fill a key engineering position that required specific skills. By leveraging professional networks and engaging with the tech community, along with refining our job description to attract broader talent, I successfully placed an exceptional candidate in a short timeframe while enhancing our employer brand.

I have experience using various Applicant Tracking Systems (ATS) like Greenhouse and Lever, as well as tools like LinkedIn Recruiter for sourcing and evaluating candidates. My preference is to find a system that offers seamless communication with candidates and team collaboration features to streamline the recruitment process.

I prioritize diversity and inclusion by ensuring our recruitment processes are equitable. This includes fostering a diverse candidate pool through targeted outreach, promoting inclusive job descriptions, and mitigating bias in interviews. I believe that diverse teams lead to innovation and a stronger workplace culture.

When assessing cultural fit, I evaluate whether a candidate's values and behaviors align with the company culture. I focus on interpersonal skills, adaptability, and their approach to teamwork. I also engage in open conversations with candidates about our company culture to ensure their expectations align with our work environment.