Senior Technical Recruiter

As a Senior Technical Recruiter at Lumafield, your responsibilities will include executing data-driven recruitment strategies, managing the full recruitment cycle for technical roles, overseeing candidate outreach, and ensuring an excellent candidate experience. You'll also collaborate with Hiring Managers across Engineering, R&D, and Manufacturing teams to identify hiring needs and develop a healthy pipeline of candidates.

To qualify for the Senior Technical Recruiter position at Lumafield, you should have at least 5 years of technical recruiting experience, with proven success in sourcing for engineering roles. Strong verbal and written communication skills, familiarity with Applicant Tracking Systems like Lever, and a desire to work in a fast-paced startup environment are also key qualifications.

At Lumafield, we are committed to promoting strong DEI (Diversity, Equity, and Inclusion) recruitment strategies. As a Senior Technical Recruiter, you'll be responsible for creating inclusive hiring practices that ensure diverse candidates are represented in our talent pipeline, helping us build a team with a variety of backgrounds, perspectives, and skills.

As a Senior Technical Recruiter at Lumafield, you'll implement data-driven recruitment strategies tailored to attract high-quality candidates. This includes leveraging our ATS, developing employment branding initiatives, and generating candidate leads through targeted sourcing and events, all while maintaining excellent communication and collaboration with hiring teams.

Lumafield offers a competitive compensation package that includes cash and equity, along with a health & wellness stipend, flexible PTO, 401k matching, parental leave, commuter benefits, and company-wide events. We believe in supporting our team members' well-being and professional growth, making it an attractive place to work for a Senior Technical Recruiter.

In approaching candidate sourcing for technical roles, I use a combination of job boards, social media, and networking events to identify both active and passive candidates. Additionally, I leverage our ATS to track outreach efforts and ensure a robust talent pipeline.

One successful recruitment strategy I've implemented involved creating tailored outreach campaigns highlighting our company culture and values. This strategy resulted in a significant increase in qualified applicants, especially from diverse backgrounds, ensuring we attract top talent.

I ensure a positive candidate experience by maintaining clear and transparent communication throughout the recruitment process. This includes providing timely updates, soliciting candidate feedback, and personalizing interactions to make candidates feel valued.

I primarily utilize Applicant Tracking Systems, such as Lever, alongside professional networking platforms like LinkedIn. I also employ data analysis tools to assess recruitment pipelines and improve sourcing strategies.

Assessing cultural fit involves exploring a candidate’s values, work style, and approach to collaboration during interviews. I ask targeted behavioral questions related to teamwork and problem-solving to gauge whether they align with Lumafield’s mission and culture.

I've actively incorporated DEI initiatives by emphasizing inclusive job descriptions, engaging with diverse candidate pools, and partnering with organizations aimed at diversity in tech. My goal is to ensure that our recruitment practices reflect Lumafield's values of inclusivity.

I prioritize multiple hiring pipelines by categorizing roles based on urgency and impact. Utilizing project management tools to track progress allows me to allocate my time effectively while ensuring no pipeline is neglected.

In previous roles, I've analyzed candidate sourcing data to identify which channels yield the best applicants. By pivoting my focus towards effective channels, I improved the overall quality of candidates and reduced time-to-fill rates significantly.

I handle conflicts by maintaining open and transparent communication with hiring managers. By actively listening to their concerns and providing data-driven insights, we can collaboratively find solutions that align with the organization's hiring goals.

For onboarding new hires, I collaborate with HR and team leads to create a structured onboarding process that includes introductions, training sessions, and check-ins. This approach ensures new employees feel welcome and informed as they transition into their roles.