Senior Technical Recruiter

As a Senior Technical Recruiter at Hebbia, you will manage the entire recruitment process from sourcing to onboarding, ensuring that you engage top technical talent effectively. You will collaborate closely with hiring managers, enhance the candidate experience, build a strong talent pipeline, and keep abreast of market trends to refine our recruiting strategies, all while promoting our company culture to potential hires.

Candidates for the Senior Technical Recruiter position at Hebbia should have a minimum of 6 years of experience in technical recruiting, particularly in software engineering, design, and product management. Strong familiarity with AI and machine learning trends, a proven track record in attracting top talent, and exceptional communication skills are also essential for succeeding in this role.

At Hebbia, we prioritize a positive candidate experience by streamlining communication, providing timely feedback, and ensuring a respectful and engaging hiring process. Our Senior Technical Recruiter will play a crucial role in maintaining this experience from the first point of contact through to the offer stage.

The recruitment process for a Senior Technical Recruiter at Hebbia includes engagement through various channels, managing interviews and offer negotiations, and onboarding candidates. You will work closely with hiring managers to understand their needs and develop job descriptions, while also fostering an inclusive environment and promoting our commitment to diversity.

Hebbia offers an attractive benefits package for our Senior Technical Recruiter role, including unlimited PTO, comprehensive health insurance (medical, dental, vision), catered lunches, wellness benefits, competitive salary, and equity packages. We also provide perks such as DoorDash dinner credits, transportation benefits, and strong parental leave policies to support work-life balance.

When discussing your experience with full-cycle recruitment, focus on key phases like sourcing, screening, interviewing, and onboarding. Highlight specific roles you've filled, using measurable outcomes where possible, and touch on how you've tailored your approach to meet the unique needs of technical roles.

To answer this question, explain your strategy for staying informed, whether through industry publications, networking events, or online forums. Mention specific platforms or thought leaders you follow, and share examples of how this knowledge has influenced your recruiting strategies.

When answering, share techniques like personalized outreach via LinkedIn, participation in industry events, and crafting compelling value propositions. Provide examples of successful engagement strategies that led to positive outcomes.

Discuss your approach to understanding hiring needs through regular check-ins, setting clear expectations, and collaborating closely throughout the recruiting process. Share examples of how strong communication has improved results in your previous roles.

Explain your commitment to building diverse candidate pipelines by utilizing various sourcing channels, crafting inclusive job descriptions, and developing relationships with organizations focused on diversity. Emphasize the importance of advocacy in your recruitment strategy.

In answering this question, share a specific challenge such as filling a niche technical role. Detail the strategies you implemented, your problem-solving approach, and the final outcome to illustrate your resilience and adaptability.

Outline your approach to fostering a positive candidate experience, such as timely communication, personalized feedback, and ensuring candidates feel valued throughout the process. Provide an example of how you went the extra mile for a candidate.

Discuss tools like ATS platforms, sourcing software, and CRM systems you've utilized to streamline the recruiting process. Highlight specific features that enhance efficiency, candidate tracking, and data management.

Talk about your strategies for assessing cultural fit, such as behavioral interviewing techniques and aligning candidate values with company culture. Share your experiences of how these efforts have ensured successful hires.

You might point to strong communication skills as the most critical skill, outlining why it's essential for creating lasting relationships with candidates and hiring managers, as well as facilitating clear and open dialogue throughout the recruitment process.