Senior Technical Recruiter (AI Insurance SaaS)

United StatesRemoteFull-timesenior

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Quick Summary

Requirements Summary

Proactively manage complex and high-priority searches, identify recruitment bottlenecks, calibrate with interview teams, and maintain momentum throughout the hiring process.

Technical Tools

RecruiterPeople

The Senior Technical Recruiter will lead full-cycle recruitment for high-impact Engineering and AI roles, helping build teams that develop innovative AI-powered solutions for the insurance industry. You will partner closely with Engineering leaders to define hiring needs, shape candidate profiles, and deliver effective recruitment strategies for specialized technical positions. This hands-on role combines advanced sourcing, technical candidate assessment, talent market intelligence, and consultative stakeholder management. You will own complex searches for senior software engineers, AI engineers, machine learning engineers, and other in-demand technical professionals. By using data-driven insights and targeted engagement, you will strengthen talent pipelines and improve hiring outcomes in a fast-moving technology environment. You will also contribute to recruiting process improvements, share expertise with colleagues, and help attract exceptional talent to a collaborative, AI-driven organization.

Full-cycle technical recruitment: Manage end-to-end hiring for Engineering and AI positions, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical roles.
Hiring manager partnership: Work with Engineering leaders to translate business and technical needs into clear candidate profiles, interview plans, and targeted recruiting strategies.
Candidate assessment: Conduct recruiter screens to evaluate technical experience, project ownership, problem-solving approaches, career motivations, and alignment with role requirements.
Search execution: Proactively manage complex and high-priority searches, identify recruitment bottlenecks, calibrate with interview teams, and maintain momentum throughout the hiring process.
Talent acquisition strategy: Develop sourcing strategies using talent mapping, competitive intelligence, pipeline data, and knowledge of Engineering and AI/ML labor markets.
Market advisory: Advise hiring managers on candidate availability, compensation expectations, competitive dynamics, hiring trade-offs, and realistic recruitment timelines.
Technical sourcing: Personally identify and engage passive candidates through LinkedIn Recruiter, GitHub, Boolean and X-ray searches, technical communities, referrals, networking, and AI-enabled sourcing tools.
Candidate engagement: Build strong relationships with technical talent by clearly communicating engineering challenges, product impact, team culture, and career development opportunities.
Pipeline development: Maintain talent pipelines for Software Engineering, AI/ML, and emerging technical disciplines to support immediate and future hiring needs.
Stakeholder management: Build trusted relationships with Engineering leaders, interviewers, HR partners, and other stakeholders while providing concise, data-driven updates on search progress, pipeline quality, candidate engagement, conversion rates, and hiring risks.
Recruiting analytics: Track funnel conversion, sourcing channel effectiveness, time to fill, and offer outcomes, using insights to improve recruiting performance.
Process improvement: Collaborate with Engineering teams to strengthen interview quality, assessment consistency, candidate communication, and overall hiring efficiency.
Industry awareness: Stay informed about software engineering and AI/ML hiring trends, recruitment technology, and the responsible use of AI in sourcing and recruitment workflows.
Mentorship: Share technical recruiting knowledge, sourcing techniques, and stakeholder-management practices to support the development and performance of other recruiters.

Requirements

~1 min read

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 5 years of full-cycle recruiting experience, including substantial direct ownership of mid- to senior-level Software Engineering and other technical searches.
Proven success recruiting Senior Software Engineers and related Engineering talent; experience hiring AI Engineers, Machine Learning Engineers, or similarly specialized technical professionals is strongly preferred.
Advanced hands-on sourcing skills, including Boolean search, LinkedIn Recruiter, GitHub, talent mapping, and proactive outreach to passive candidates.
Ability to engage credibly with Engineering leaders, understand common software development and AI/ML concepts, and translate technical requirements into effective recruitment strategies.
Strong consultative skills, with the ability to advise hiring managers on talent availability, market conditions, candidate calibration, and hiring priorities.
Excellent analytical, written, verbal communication, relationship-building, and negotiation skills.
Demonstrated ability to manage multiple high-priority technical searches simultaneously while maintaining candidate quality and a positive recruitment experience.
Strong organizational skills, sound recruiting judgment, and a data-driven approach to decision-making.
Ability to work effectively in a fast-paced, evolving technology environment and collaborate across teams.
A continuous-improvement mindset, with an interest in emerging recruiting tools and responsible AI-assisted recruitment practices.

What We Offer

~2 min read

✓Compensation: Base salary of up to $125,000, with flexibility depending on the candidate's background and experience.

✓Annual bonus: Eligibility for an annual bonus plan.

✓Healthcare and insurance: Medical, dental, and vision coverage, short- and long-term disability insurance, life insurance, and accidental death and dismemberment (AD&D) coverage.

✓Retirement savings: 401(k) plan with employer matching.

✓Additional well-being benefits: Family, wellness, and pet benefits.

✓Paid leave: Paid time off and sick leave.

✓Parental support: 100% paid parental leave, including 16 weeks for primary caregivers and 12 weeks for secondary caregivers, plus flexible scheduling for new parents returning to work.

✓Office perks: Catered lunches, happy hours, pet-friendly spaces, and a monthly technology stipend.

✓Professional development: $1,000 per year for professional development, with additional opportunities for tuition reimbursement.

✓Visa sponsorship support: Consideration for candidates currently in the United States who need to transfer an active visa, subject to eligibility and confirmation with the recruiting team.

✓Meaningful work: The opportunity to recruit technical talent contributing to AI-driven innovation in the insurance industry.