Lead Technical Recruiter - Remote US

As a Lead Technical Recruiter at Seamless.AI, your primary responsibilities include developing targeted recruiting strategies tailored for high-growth environments, partnering with hiring managers to define roles and candidate profiles, proactively sourcing and engaging technical candidates, managing the full recruitment lifecycle, and optimizing the candidate experience. You will also mentor junior recruiters and drive strategic improvements in our hiring processes.

To qualify for the Lead Technical Recruiter position at Seamless.AI, applicants should have a minimum of 5 years of full-cycle technical recruiting experience in a fast-paced B2B SaaS environment. A Bachelor's degree in HR, Business, or a related field is preferred. The ideal candidate should also possess exceptional stakeholder management skills, a data-driven mindset, and the ability to mentor junior recruiters.

At Seamless.AI, we prioritize the candidate experience by streamlining our interview processes, reducing inefficiencies, and ensuring that timely feedback is provided. As a Lead Technical Recruiter, you will have the opportunity to enhance these processes and implement data-driven insights that create a world-class applicant experience, making every candidate feel valued and respected.

The Lead Technical Recruiter at Seamless.AI uses various tools, including SeekOut for sourcing candidates, job boards for outreach, and data analytics to track recruiting metrics. These tools help in assessing candidate fit and optimizing the recruitment lifecycle, ultimately enhancing the efficiency and effectiveness of our hiring process.

As a Lead Technical Recruiter at Seamless.AI, you'll have ample opportunities for professional growth, including mentoring junior recruiters, challenging the status quo within hiring processes, and being at the forefront of industry trends in talent acquisition. You will also be encouraged to share innovative ideas that could enhance our recruiting practices and improve overall hiring outcomes.

When sourcing technical candidates for hard-to-fill roles, I leverage multiple channels such as SeekOut, social networking, and employee referrals. I also focus on building relationships within technical communities to create a pipeline of potential candidates, allowing for a proactive approach to filling positions.

Evaluating a candidate's cultural fit involves asking targeted behavioral questions and assessing their alignment with our core values. I engage candidates in discussions about their work experience and how they handle various scenarios, which helps gauge their compatibility with our team dynamics.

I have extensive experience tracking recruiting metrics such as time-to-hire, candidate quality, and diversity hires. This data allows me to pinpoint areas for improvement in our recruitment strategies, ensuring that we continually enhance our processes and meet our hiring goals effectively.

To improve the hiring process continuously, I analyze feedback from candidates and hiring managers after each recruitment cycle. I implement changes based on this feedback and utilize data-driven insights to make strategic recommendations for optimizing our interviewing and selection processes.

I maintain open communication with hiring managers by regularly discussing role requirements, candidate progress, and any challenges we face. This collaboration fosters a strong partnership and ensures that we are aligned in our hiring goals and the recruitment approach.

When negotiating offers, I focus on understanding what motivates the candidate beyond salary, such as career growth opportunities, work-life balance, and company culture. I use this information to craft an offer that appeals to the candidate's personal and professional aspirations.

I stay current with industry trends in technical recruiting by actively participating in webinars, subscribing to relevant publications, and networking with other professionals in the field. This ongoing education helps me bring fresh ideas and best practices to the recruitment process.

I believe in fostering a high-performance recruiting culture by mentoring junior recruiters. I provide them with guidance on best practices, encourage them to ask questions, and empower them to take ownership of their roles, helping them grow into successful recruiters.

To prioritize multiple recruiting efforts, I assess the urgency and business impact of each role. I create a timeline and milestones for each position while ensuring that I allocate adequate resources and time for each to maintain quality throughout the hiring process.

In a previous role, we struggled to fill a critical technical position due to a lack of suitable local candidates. I expanded our search criteria, leveraged remote work flexibility, and proactively reached out to passive candidates, ultimately finding a perfect fit who relocated to join our team.