Technical Recruiter
Job description
About the role
Screening evaluates candidates for technical competence, cultural fit, and mission alignment through structured assessments. Candidate assessments are used to evaluate technical competence, cultural fit, and mission alignment. The team manages end-to-end hiring workflows from first contact to offer finalization. A consistently positive experience is ensured for every candidate through this journey.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Exceptional technical candidates are sourced and secured across engineering, research, and operations disciplines. Hiring needs for multiple disciplines are met by sourcing and closing exceptional technical talent. Complex technical topics are analyzed and explained to assess fit using structured evaluations. Technical concepts are understood and discussed to assess candidate fit. The complete hiring journey is handled from initial contact through offer finalization to ensure a consistently positive experience. Candidate outreach and offer management are handled to ensure a consistently positive experience. Passive talent pipelines are built and maintained to support future hiring initiatives. Future hiring initiatives are supported by maintaining relationships with passive candidates.
Requirements
A minimum of 5 years of experience in technical recruiting is mandatory. Five or more years of technical recruiting experience is mandatory. Technical recruiting history at startups or high-growth companies sourcing software engineers, researchers, or hardware engineers is required. Background in technical recruiting at startups or high-growth companies sourcing software engineers, researchers, or hardware engineers is required. Competitive markets are targeted to source and close exceptional technical candidates. Clear communication of technical challenges and company mission is essential to advocate for roles and vision. Roles and vision are advocated for through clear communication of technical challenges and company mission. Self-starter mindsets enable success in fast-paced, ambiguous environments. Success in fast-paced, ambiguous environments is enabled by self-starter mindsets. High integrity and strong professional judgment guide all decisions and interactions. Decisions and interactions are guided by high integrity and strong professional judgment.
Practical notes
This role operates in San Francisco under an at-will framework. 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.
About the company
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.
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.
About the company
At Nudge, our mission is to develop the best technology for interfacing with the brain to improve people's lives. We're starting with an approach that we believe can help the most people the fastest, and also allow us to learn as much about the brain as possible: developing a non-invasive, ultrasound-based device that can stimulate and image the brain at high resolution and depth.