💥 Sr Technical Recruiter

As a Sr Technical Recruiter at Prospects+, you will own the full recruiting process, from sourcing candidates to closing the positions. You’ll build and maintain a diverse talent pipeline and deliver an exceptional candidate experience while conducting technical assessments in fields such as AI and engineering. Partnering with startups, you’ll ensure your recruitment strategies align with their unique vision.

To excel as a Sr Technical Recruiter at Prospects+, candidates should have at least 4 years of full-cycle recruiting experience, particularly within early-stage startups. A strong understanding of technical domains such as engineering and AI, alongside the ability to engage in meaningful discussions, is key. Additionally, excellent communication skills and a robust professional network across North America are essential.

Success at Prospects+ as a Sr Technical Recruiter is defined by your ability to fill challenging roles effectively while maintaining a high-quality candidate experience. You will successively track key metrics such as time-to-fill and diversity outcomes, ensuring your strategies contribute positively to both candidate and client satisfaction.

Prospects+ stands out as a remote-first company that places a strong emphasis on fast-paced growth and innovation. We offer a supportive environment where Sr Technical Recruiters have direct access to decision-makers, enabling them to make significant contributions and take ownership of their roles to support our mission of connecting startups with top talent.

At Prospects+, Sr Technical Recruiters can expect a high-growth career trajectory that blends tech, recruiting, and startup dynamics. With a focus on performance, our team members have the potential for both personal and professional development, including opportunities to transition into full-time roles following initial trial periods.

In sourcing candidates for technical roles, I utilize a mix of traditional and innovative platforms like LinkedIn, GitHub, and StackOverflow. I also employ creative outreach strategies tailored to engage the specific tech communities, ensuring I connect with both passive and active candidates effectively.

Certainly! My experience with conducting technical assessments involves preparing interview questions that evaluate key skills relevant to the position. For instance, I assess candidates’ proficiency in programming languages or AI concepts, aligning assessments with the specific needs of the startup to ensure a good fit.

Ensuring an exceptional candidate experience starts with clear communication and transparency. I guide candidates through each stage of the hiring process, providing timely feedback, answering any questions they may have, and making sure that their individual goals align with the opportunities presented.

I employ various strategies to build a diverse talent pipeline, including leveraging niche job boards, participating in diversity recruitment events, and using targeted outreach to underrepresented groups in tech. This approach helps me to find hidden gems and create a more inclusive hiring process.

I recall a particularly challenging role for a startup looking for a specific machine learning expert. I took the initiative to reach out personally to professionals in my network and leveraged my creative sourcing methods. Ultimately, I was able to present a candidate who not only met the technical requirements but also fit the company culture, resulting in a successful hire.

When partnering with startups, I first dive deep into understanding their culture, values, and technical needs. I reflect on their growth plans and the specific roles they need to fill, allowing me to tailor my recruiting strategies while ensuring that the candidates I present align with both the technical requirements and the startup's vision.

I stay updated on industry trends by following top tech blogs, attending webinars and industry events, and participating in online forums. Networking with other professionals also provides invaluable insights that I can integrate into my recruitment strategies.

I find Applicant Tracking Systems (ATS) incredibly effective for tracking recruitment metrics. These systems allow me to monitor candidates through each stage of the hiring process, and I also utilize spreadsheets to analyze metrics like time-to-fill and diversity outcomes, providing me insights into areas of improvement.

Assessing cultural fit begins with understanding the startup's core values. During the interview process, I ask behavioral questions that reveal how candidates have previously handled situations relevant to the startup's culture. I also involve hiring managers in these discussions to ensure alignment.

I am particularly drawn to Prospects+ because of the focus on supporting fast-growing startups and connecting them with top talent in the tech industry. I admire the supportive culture and the opportunity to work closely with innovative teams and contribute to shaping the future of recruitment in such a dynamic landscape.