Senior Technical Recruiter

About the role

The Senior Technical Recruiter at Basis Ai collaborates directly with the Head of Talent to architect and sustain the candidate pipeline for the organization's most critical open positions. This role owns the strategic sourcing and end-to-end management of high-impact technical hires that define the future of the product. You will act as a primary point of contact for both passive and active candidates, ensuring a consistent and premium experience that reflects the brand of the company. The position demands a high level of discretion when handling sensitive information and market intelligence related to emerging AI teams. Success in this role is defined by the ability to reduce time-to-fill while maintaining a rigorous standard of quality in selection. You will partner closely with hiring managers to translate complex technical requirements into compelling value propositions that attract top-tier talent. The work requires a consultative mindset, where you advise on market conditions, compensation benchmarking, and hiring best practices to support strategic workforce planning.

Key facts

What you'll do

Drive the full-cycle recruiting process to sustain rapid growth and reduce time-to-fill for critical roles.

Champion the employer brand by articulating the mission and technical challenges of Basis Ai to diverse audiences across digital and in-person channels.

Source and map niche technical talent across data science, infrastructure, and applied AI disciplines to build a robust and diverse pipeline.

Conduct in-depth screening and technical vetting to ensure candidates meet the rigorous standards of a high-growth AI environment.

Partner with leadership to define hiring strategies for hard-to-fill roles, leveraging market data and competitive intelligence.

Design and implement scalable sourcing workflows and experiments to continuously improve the quality and diversity of candidate slates.

Act as a subject matter expert on recruiting tools, platforms, and methodologies to enhance the efficiency and effectiveness of the talent acquisition function.

Champion fairness and equity in hiring decisions by standardizing evaluation criteria and mitigating unconscious bias across the interview process.

Serve as a trusted advisor to hiring managers, providing guidance on role design, interview structure, and offer strategy to secure top candidates.

Proactively identify and mitigate risks in the hiring process, ensuring strict compliance with confidentiality, data privacy, and regulatory requirements.

Build and maintain strong relationships with university programs, technical communities, and industry networks to support long-term talent acquisition goals.

Analyze key recruiting metrics to identify bottlenecks and drive continuous improvement in the candidate experience and operational efficiency.

Champion the preference for in-office collaboration, facilitating clear communication and spontaneous idea generation within the team.

Support the evolution of the technical recruiting function by documenting best practices and contributing to the development of playbooks and training materials.

Requirements

Hold a Bachelor's degree as a baseline qualification for the role.

Bring 6 or more years of recruiting experience within a seed or series A/B company or a recruiting agency focused on tech startups in New York City.

Demonstrate superb verbal and written communication abilities in daily interactions with stakeholders.

Show deep curiosity about people, technology, and related disciplines to ask insightful questions.

Prefer full-time in-office work in New York City, with shouting across a room favored over digital messages for clarity.

Operate as an all-in team member, embracing a schedule beyond 9-5 to accelerate velocity on a massive opportunity.

Nice to have

Genuinely express excitement for the intersection of AI technology and its impact on accounting, finance, and the broader economy to align hiring with product vision.

Apply interdisciplinary thinking across multiple domains to solve evolving challenges in a high-growth setting.

Build foundational elements of company culture and technical processes while scaling the team and operations.

Skills & tools

General familiarity with recruiting platforms and tools used in high-growth tech environments supports sourcing and assessment.

Comfort with language and clear written communication aids daily collaboration with cross-functional partners.

Practical notes

This position requires US citizenship or permanent residency to meet compliance requirements.

New York Office presence is the expected work model for collaboration and culture.

for the most current process.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

Technical recruiting often combines sourcing, evaluation, and coordination across hiring teams to identify strong matches. Fast-growing AI companies typically emphasize speed, clear communication, and adaptability to meet ambitious timelines. Recruiters in this field frequently use data-driven methods to track hiring metrics and refine strategies. General familiarity with AI applications in finance and enterprise software is common among professionals who work with these tools in professional settings.

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.