As a Senior Technical Recruiter at Luminai, your primary responsibility will be to manage full-cycle recruiting for various technical roles, including Engineering, Product, and Design. This includes partnering with hiring managers to define role requirements, creating job descriptions, developing sourcing strategies, and ensuring an excellent candidate experience throughout the hiring process.

To qualify for the Senior Technical Recruiter role at Luminai, candidates should have over 5 years of experience in recruiting for high-growth technology companies, particularly in B2B SaaS. A strong background in full-cycle recruiting, especially for technical teams, along with excellent communication and relationship-building skills, is essential.

At Luminai, we provide our Senior Technical Recruiters with the necessary resources to succeed, including access to advanced ATS platforms, tools for optimizing recruiting metrics, and comprehensive support from hiring managers. We foster a collaborative environment to ensure that our recruiters can effectively align their efforts with the company's long-term goals.

Luminai prides itself on a vibrant and inclusive company culture where every employee is valued. As a Senior Technical Recruiter, you’ll contribute to fostering an engaging workplace, emphasizing diversity, and promoting a positive candidate experience, which are core components of our mission.

Absolutely! Luminai encourages continuous professional development, allowing Senior Technical Recruiters to advance their skills and grow within the company. With our rapid expansion and commitment to innovation, there are ample opportunities for career progression in various leadership or specialization roles.

When answering this question, share specific examples of roles you’ve recruited for from job posting to candidate onboarding. Highlight your methods for sourcing candidates, conducting interviews, and making offers to demonstrate your expertise.

Discuss your approach to evaluating candidates, which may include assessing their technical skills through interviews, coding challenges, or portfolio reviews. Emphasize the importance of aligning technical ability with fit for the team and company culture.

Use this opportunity to illustrate your problem-solving skills. Describe a specific challenge, such as a hard-to-fill role, and explain your strategy to overcome it, including sourcing tactics and collaboration with hiring managers.

Share your preferred sourcing methods, such as leveraging professional networks, utilizing job boards, or engaging passive candidates through outreach on LinkedIn. Provide examples of successful hires that resulted from these methods.

Highlight the importance of communication and transparency throughout the hiring process. Discuss how you keep candidates informed, provide feedback after interviews, and create a welcoming atmosphere to enhance their experience.

Discuss key metrics such as time-to-fill, quality of hire, and candidate satisfaction rates. Explain how tracking these helps you optimize your recruiting strategies and improve hiring outcomes.

Explain your prioritization process and how you manage time effectively between multiple roles or departments. Provide examples of tools or techniques you use to stay organized and ensure that deadlines are met.

Discuss your commitment to diversity and how it influences your sourcing, candidate assessment, and hiring processes. Highlight initiatives you’ve implemented to create an inclusive pipeline.

Provide insight into your approach to negotiation, focusing on understanding candidate expectations and effectively communicating the value of the role and the company's offerings. Share examples of successful negotiations.

Highlight strong communication and relationship-building as essential skills, enabling you to connect with candidates and hiring managers alike. Emphasize how these skills contribute to successful placements and a positive hiring process.