Senior Technical Recruiter

As a Senior Technical Recruiter at Lumafield, your main responsibilities include executing data-driven recruitment strategies, managing the full recruitment lifecycle for technical openings, and ensuring a positive candidate experience. You'll collaborate closely with Hiring Managers across various teams, oversee scheduling and communication functions within our Applicant Tracking System (ATS), and help build a strong talent pipeline to fill vacancies efficiently.

To be successful in the Senior Technical Recruiter role at Lumafield, you need at least 5 years of experience as a technical recruiter, especially in engineering roles. Strong verbal and written communication skills, familiarity with ATS and HRIS platforms, and a demonstrated capability to manage multiple hiring pipelines are also essential. You'll thrive in a fast-paced startup environment where making data-driven decisions is key.

At Lumafield, we are deeply committed to diversity, equity, and inclusion (DEI) in our recruiting processes. As a Senior Technical Recruiter, you will promote strong DEI recruitment strategies by implementing initiatives that attract candidates from diverse backgrounds. Our belief is that a diverse team brings various perspectives, enhancing our innovative spirit and overall workplace culture.

The work environment at Lumafield is collaborative, dynamic, and fast-paced. As a Senior Technical Recruiter, you'll be part of a small, close-knit team that values input and innovation. You'll have the opportunity to make a significant impact on Lumafield's culture while developing and implementing best practices in recruitment. We celebrate creativity and encourage ongoing learning and development.

Lumafield offers a competitive compensation package for Senior Technical Recruiters, including a salary range of $120,000 to $170,000, equity grants, health and wellness stipends, 401(k), parental leave, flexible PTO, and commuter benefits. We also host company-wide events to foster a sense of community among our team members, ensuring a balanced work-life experience.

When sourcing candidates for technical roles, I start by utilizing multiple channels, including job boards, social media platforms, and professional networks such as LinkedIn. I also leverage employee referrals and attend industry events to broaden my reach. Understanding the technical requirements and company culture helps me identify candidates who are not only qualified but also a great fit for the team.

I have extensive experience using Applicant Tracking Systems, particularly Lever, which I have used to manage candidate outreach, scheduling, and communication. An efficient ATS helps streamline the hiring process, allows for better analytics on candidate progress, and ensures a detailed record of interactions, enhancing the overall candidate experience.

I prioritize clear communication and timely feedback throughout the recruitment process to ensure candidates feel valued. Keeping candidates informed about updates, providing constructive feedback, and personalizing interactions go a long way in fostering a positive candidate experience. I also advocate for structured interviews that are fair and consistent, leading to transparent assessments.

Assessing technical skills requires a combination of methods. I conduct initial screenings to understand the candidate's experience, followed by technical interviews that may involve practical assessments or coding challenges. Collaboration with hiring managers to develop specific questions related to the role ensures we are evaluating the right competencies for success in the engineering position.

The most important quality for a Senior Technical Recruiter is the ability to build relationships. Establishing trust with candidates and hiring managers creates a smoother recruitment process. Additionally, being adaptable and eager to learn about the ever-evolving technical landscape is crucial to understand the needs of both the company and the candidates.

To manage multiple hiring pipelines effectively, I prioritize and use organizational tools to keep track of progress and deadlines. Setting clear timelines and regularly communicating with all stakeholders helps ensure everyone is aligned. I also utilize data analytics to measure the effectiveness of each pipeline, allowing for adjustments where necessary to improve efficiency and results.

In a previous role, I faced challenges in filling a niche engineering position due to a limited candidate pool. I expanded my search parameters, tapped into my network for referrals, and utilized specialized job boards to reach potential candidates. Additionally, I enhanced our employer branding efforts to appeal to those in the niche and successfully filled the role within a tight timeframe.

Staying updated with the latest trends in technical recruiting involves regularly reading industry publications, attending webinars and conferences, and engaging with professional communities. I also network with fellow recruiters to exchange ideas and learn about innovative practices. This proactive learning approach allows me to implement cutting-edge strategies in my recruiting efforts.

Data plays a crucial role in my recruiting strategies by guiding decision-making processes. I analyze metrics, such as time-to-fill, candidate source effectiveness, and offer acceptance rates, to inform adjustments in our approach. Being data-driven helps identify trends and areas for improvement, ensuring we continuously enhance our recruitment practices and results.

Diversity initiatives significantly influence my recruiting practices by driving a commitment to inclusive hiring. I actively seek diverse candidate pools by promoting our DEI initiatives and partnering with organizations that focus on underrepresented groups in tech. This approach not only enhances our talent pipeline but also enriches our company culture and overall performance.