Senior Technical Recruiter (AI Insurance SaaS)

Full-Cycle Technical Recruitment

• Own searches end to end for Engineering and AI teams, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical positions.
• Partner with Engineering hiring managers to translate technical requirements into clear candidate profiles, interview plans, and targeted search strategies.
• Lead recruiter screens and assess relevant technical experience, project ownership, problem-solving approach, career motivations, and alignment with role requirements.
• Manage complex searches proactively, identifying bottlenecks, calibrating with interview teams, and keeping high-priority hiring processes moving.

Technical Talent Acquisition Strategy

• Develop search strategies for hard-to-fill technical roles using talent mapping, competitive intelligence, sourcing data, and a deep understanding of Engineering talent markets.
• Advise Engineering leaders on candidate availability, compensation expectations, market competition, hiring tradeoffs, and realistic recruiting timelines.
• Work with stakeholders to prioritize openings, align on must-have versus trainable skills, and refine candidate profiles based on market feedback.
• Use pipeline data, interviewer feedback, and market insights to continuously adjust sourcing and hiring strategies.

Technical Sourcing and Candidate Engagement

• Personally source and engage passive Engineering talent using LinkedIn Recruiter, GitHub, Boolean/X-ray search, technical communities, referrals, networking, and relevant AI-enabled sourcing tools.
• Build credible relationships with technical candidates by communicating the Engineering challenges, product impact, team environment, and opportunity for growth.
• Develop and maintain talent pipelines for Software Engineering, AI/ML, and emerging technical skill sets to support current and anticipated hiring needs.

Engineering Partnership and Stakeholder Management

• Build trusted relationships with Engineering leaders, interviewers, HR partners, and other stakeholders to understand organizational goals and evolving technical needs.
• Provide concise, data-driven updates on search progress, pipeline quality, candidate engagement, interview conversion, and risks to hiring goals.
• Influence hiring decisions through structured feedback, thoughtful calibration, and a strong candidate and hiring-manager experience.

Recruiting Analytics and Process Excellence

• Track funnel conversion, sourcing channel effectiveness, time to fill, and offer outcomes; translate findings into actions that improve technical hiring results.
• Partner with Engineering teams to improve interview quality, assessment consistency, candidate communication, and overall process efficiency.
• Stay current on software engineering, AI/ML hiring trends, recruiting technology, and responsible use of AI tools in sourcing and recruiting workflows.

Mentorship

• Share technical recruiting expertise, sourcing methods, and stakeholder-management practices with other recruiters to elevate team performance.

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 5+ years of full-cycle recruiting experience, including significant direct ownership of Software Engineering and other technical searches at the mid-to-senior level.
• Demonstrated success hiring Senior Software Engineers and related Engineering talent; experience recruiting AI Engineers, Machine Learning Engineers, or similarly specialized roles strongly preferred.
• Advanced hands-on technical sourcing skills, including Boolean search, LinkedIn Recruiter, GitHub, talent mapping, and proactive outreach to passive candidates.
• Ability to discuss technical profiles credibly with Engineering leaders, understand common software development and AI/ML concepts, and translate requirements into an effective recruiting strategy.
• Strong consultative, analytical, communication, and negotiation skills with a track record of managing multiple high-priority technical searches.