Senior Manager, Technical Recruiting
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can include sections as appropriate.
We need to preserve all substantive information.
Let's extract:
About the role: The paragraph after "About The Role As Sr. Manager, Recruiting, you'll lead a pod..." includes description. Also "In This Role, You Will" bullet list.
Responsibilities: The bullet list under "In This Role, You Will" (the actions). Also maybe "You'll eventually report into our incoming Director of Business Recruiting". Also "You'll partner directly with senior engineering stakeholders". Those are responsibilities.
Requirements: The "Who You Are" bullet list (5+ years experience etc). Also maybe "Preferred Experience" list.
Qualifications: Could be same as Requirements? Might combine. But we need separate sections if content.
Skills: maybe "Hands-on experience using recruiting data and metrics", "Able to work from the New York City area", "Preferred Experience recruiting specifically within AI/ML or infrastructure engineering domains", etc.
Benefits: The "Why CoreWeave?" section includes values, but also "What We Offer" includes benefits list. Also "The base salary range for this role is $149,000 to $198,000." That's Pay.
Schedule: Not mentioned; maybe no schedule info, so we should not include Schedule section.
Pay: base salary range.
Also "The starting salary will be determined by job-related knowledge, skills, experience, and the market location." That's also Pay.
Also "In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility)." That's Benefits.
Also "What We Offer" bullet list of benefits.
Thus we need sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay.
We must not include sections with filler like "commensurate with experience". Not present.
We need to ensure we don't repeat job title.
We need to output only HTML fragment, no /, no markdown fences.
Let's craft.
Structure:
About the role
...
Maybe include paragraph summarizing role. Then Responsibilities:Responsibilities
- ...
Requirements
- ...
or drop it." It doesn't say we must include company overview. But "Preserve ALL substantive information" suggests we should keep it. However we can embed it in a paragraph maybe under About the role or a separate section like "About CoreWeave". But the allowed headings list does not include "About CoreWeave". We could put it in a
without heading, or we could include it under About the role as introductory paragraph. That seems okay. Thus About the role section can start with a paragraph describing CoreWeave and then the role specifics. Let's craft:
About the role
CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com.
As Sr. Manager, Recruiting, you'll lead a pod of technical and engineering-focused recruiters and sourcers, owning full-cycle hiring outcomes for some of CoreWeave's most competitive technical roles. You'll partner directly with senior engineering stakeholders to translate hiring needs into sourcing strategy, bring operational rigor to a team that's ready for it, and build the systems (pipeline reviews, capacity planning, reporting) that let us scale predictably. This is a build role: you're not stepping into a mature machine, you're building one.
Then Responsibilities: list from "In This Role, You Will". Let's extract bullet points: - Build and lead a high-performing pod of technical/engineering recruiters and sourcers - Partner directly with senior engineering leaders to turn hiring needs into effective pipeline strategy - Establish a consistent operating cadence — pipeline reviews, capacity planning, reporting — across the team - Drive measurable improvement in pipeline health, time-to-fill, and conversion rates using data - Coach and develop recruiters and sourcers, raising the bar on execution and judgment - Own end-to-end hiring outcomes for technical/engineering roles across the org - Partner with People, Comp, and HRBP stakeholders on leveling, offers, and calibration Also maybe "You'll eventually report into our incoming Director of Business Recruiting as that leadership layer comes online." Could be responsibility. Add that. Now Requirements (mandatory) list. Now Qualifications (preferred) list. Now Skills list from "Wondering if you're a good fit?": - You're energized by ambiguity and enjoy building structure where none exists yet - You're a "player-coach" — just as comfortable recruiting hands-on as you are coaching a team - You're curious about AI infrastructure and want to deepen your domain expertise - You bring data-driven rigor without losing the relationship-building side of recruiting Now Benefits: list from "What We Offer" plus discretionary bonus, equity awards, comprehensive benefits program. What We Offer bullet list: - Medical, dental, and vision insurance - 100% paid for by CoreWeave - Company-paid Life Insurance - Voluntary supplemental life insurance - Short and long-term disability insurance - Flexible Spending Account - Health Savings Account - Tuition Reimbursement - Ability to Participate in Employee Stock Purchase Program (ESPP) - Mental Wellness Benefits through Spring Health - Family-Forming support provided by Carrot - Paid Parental Leave - Flexible, full-service childcare support with Kinside - 401(k) with a generous employer match - Flexible PTO - Catered lunch each day in our office and data center locations - A casual work environment - A work culture focused on innovative disruption Also "In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility)." So we can add those. Now Pay: base salary range $149,000 to $198,000. Starting salary determined by job-related knowledge, skills, experience, and market location. Also mention discretionary bonus, equity awards. We'll put Pay section with that. Now ensure we don't include any boilerplate like EEO, California Applicants, Export Control Compliance. Remove those. Now output HTML. Let's craft. Check for any repeated content. We'll produce:About the role
CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com.
As Sr. Manager, Recruiting, you'll lead a pod of technical and engineering-focused recruiters and sourcers, owning full-cycle hiring outcomes for some of CoreWeave's most competitive technical roles. You'll partner directly with senior engineering stakeholders to translate hiring needs into sourcing strategy, bring operational rigor to a team that's ready for it, and build the systems (pipeline reviews, capacity planning, reporting) that let us scale predictably. This is a build role: you're not stepping into a mature machine, you're building one.
Responsibilities
- Build and lead a high-performing pod of technical/engineering recruiters and sourcers
- Partner directly with senior engineering leaders to turn hiring needs into effective pipeline strategy
- Establish a consistent operating cadence — pipeline reviews, capacity planning, reporting — across the team
- Drive measurable improvement in pipeline health, time-to-fill, and conversion rates using data
- Coach and develop recruiters and sourcers, raising the bar on execution and judgment
- Own end-to-end hiring outcomes for technical/engine