Senior Technical Recruiter

As a Senior Technical Recruiter at Magic Eden, your main responsibilities involve collaborating with hiring managers to understand their specific hiring needs, developing unique sourcing strategies to attract elite candidates, and managing the recruitment process from talent sourcing through to offer negotiation. You’ll be instrumental in creating a stellar candidate experience, facilitating interviews, and conducting debriefs with the hiring team to ensure informed decision-making.

To thrive as a Senior Technical Recruiter at Magic Eden, you’ll need at least 6 years of experience in technical recruitment, whether in-house or at an agency. Proficiency in English is crucial, and strong sourcing capabilities along with excellent communication skills are essential. A track record of developing relationships with hiring managers and candidates, alongside a passion for delivering outstanding candidate experiences, will set you apart.

At Magic Eden, we prioritize a positive candidate experience as a Senior Technical Recruiter. You’ll be responsible for guiding candidates throughout the hiring process, ensuring they feel valued and informed from the initial contact to the final negotiations. By fostering open communication and providing timely feedback, you help candidates see the magic of joining our team.

The Senior Technical Recruiter plays a vital role in shaping the culture at Magic Eden. By focusing on building strong relationships with teams and understanding our core values, you'll bring in candidates who align with our innovative and collaborative environment. This role is about more than just recruitment; it's about nurturing a diverse and dynamic team that embodies the spirit of Web3.

As a Senior Technical Recruiter at Magic Eden, you can anticipate a range of exciting benefits, including competitive compensation and equity options, flexible PTO, a wellness and work-from-home allowance, and the flexibility of working in a remote-first environment. We strive to provide a supportive atmosphere that enables you to thrive personally and professionally.

When answering this question, highlight specific industries or roles you’ve recruited for, emphasizing any unique strategies you employed to attract talent. Discuss your understanding of technical skills required for roles and your approach to screening candidates.

Focus on discussing innovative sourcing techniques you’ve used, such as leveraging social media, attending tech meetups, or building a strong employer brand. Share specific success stories where these strategies led to successful hires.

Describe your philosophy on candidate communication, feedback mechanisms, and how you create a welcoming atmosphere. Provide examples of how you’ve successfully managed candidate expectations and built relationships throughout the hiring journey.

Talk about your passion for the evolving landscape of technology and innovation within Web3. Discuss how this enthusiasm drives your recruitment efforts and how you see your role contributing to a groundbreaking field.

Highlight your approach to working with hiring managers, including asking insightful questions to uncover needs, developing job descriptions together, and continuously refining requirements based on market trends.

Choose a specific example where you faced obstacles, detailing the steps you took to overcome them, whether by adjusting your sourcing strategies, re-evaluating criteria, or enhancing communication with stakeholders.

Make sure to mention specific applicant tracking systems, sourcing tools, or recruitment marketing platforms you’ve utilized. Discuss how these tools helped you streamline processes and improve candidate selection.

Provide a detailed scenario where you successfully negotiated an offer, focusing on the strategies you used to ensure both the candidate’s needs and the employer’s budget were met, leading to a win-win outcome.

Mention methods you use to stay informed, such as attending industry conferences, engaging in online communities, or participating in professional organizations. This shows your commitment to continuous learning.

Discuss key performance indicators that matter in recruitment, such as time to fill, candidate satisfaction rates, and quality of hire. Share how you've effectively used these metrics to improve your processes.