Technical Recruiter
Job description
About the role
The role focuses on full-cycle technical recruitment for startup companies, working closely with founders to build early teams across industries. Success depends on developing scalable processes while managing a diverse portfolio of searches and exercising judgment to align hiring with company needs.
Data roles turn raw information into decisions. Analysts query databases and build dashboards. Data scientists build models that predict outcomes. Data engineers build the pipelines that move and store data. All three work closely with business teams and need a mix of statistics, coding, and communication. Nearly every modern company runs on data teams, from startups to banks. A strong portfolio of past analyses matters more than degrees in many hiring decisions.
Key facts
What you'll do
Build and maintain high-quality candidate pipelines, proactively cultivating relationships with technical professionals who may join emerging ventures to sustain a flow of qualified options.
Develop scalable recruiting frameworks, interview processes, candidate scorecards, compensation guidance, and recruiting playbooks to standardize hiring practices across the portfolio and improve decision consistency.
Expand and strengthen talent networks among operators, executives, advisors, and industry experts to increase access to passive candidates and raise referral quality for long-term growth.
Manage multiple concurrent searches and stakeholder relationships across a diverse set of companies and industries, keeping hiring momentum and aligning expectations among busy teams.
Requirements
Bring 5-7 years of full-cycle recruiting experience, with background in both agency or search firm settings and startup or high-growth environments to ensure familiarity with structured processes and rapid execution.
Demonstrate strong technical recruiting experience hiring for engineering, product, data science, AI/ML, and other technical functions in venture-backed contexts, reducing time to quality hires through proven judgment.
Show experience recruiting for venture-backed startups or fast-paced technology companies, navigating ambiguity and frequent change so evolving priorities keep work relevant.
Operate as a trusted advisor to founders and senior leadership, providing candid guidance and objective perspective to support high-stakes decisions with independence and sound judgment.
Exercise strong talent assessment and interviewing skills, maintaining high standards for candidate fit and potential to protect team dynamics and execution capacity.
Use exceptional communication and relationship-building skills with executives, founders, candidates, and external partners to reinforce employer brand and build trust through clear messaging.
Stay highly organized and execution-oriented, managing multiple priorities simultaneously across competing demands, with reliable follow-through that maintains momentum in busy workflows.
Work scrappily, building processes in ambiguous, fast-changing environments without waiting for perfect conditions, turning constraints into progress through initiative.
Show strong intellectual curiosity and adaptability across industries and business models, learning quickly and applying insights to support portfolio-wide hiring needs with flexibility.
Demonstrate high EQ, humility, and a collaborative, team-first mindset when working with leadership and peers to foster respectful partnerships and productive collaboration.
Practical notes
This role is based in San Francisco or Miami and requires full-time onsite engagement. Typical interview steps
Data interviews commonly include a SQL or coding exercise, a statistics question, and a case study. Candidates may be asked to design a metric, interpret an experiment, or build a small model. Some companies give a take-home analysis. Expect questions about past projects and the business impact of your work. Interviewers often evaluate how you communicate uncertainty and business impact, not only the math. Bringing a clean write-up of a past analysis to the interview is well received.
Good to know
Technical recruiting in early-stage startups requires comfort with fast-moving change and limited process maturity as roles often evolve quickly toward product-market fit. General recruiting success depends on strong judgment, relationship skills, and resilience under pressure, with trusted partnerships with founders central to long-term effectiveness. Common tools for technical screening and pipeline management support consistent evaluation and communication, improving hiring quality and speed. Work in a portfolio-driven environment means coordinating across multiple teams, industries, and timelines, where clear documentation and proactive updates reduce friction and align expectations.