Senior Technical Recruiter

About ApolloApollo's mission is to make world-class GTM accessible to everyone. Half a million companies use our AI GTM System to find and win their next customers, and we're still early. If you want to recruit for one of the most ambitious AI companies in the market, at a rare moment in its growth, this is it. About the RoleWe're hiring a Senior Technical Recruiter to own hiring for complex, high-priority roles across Apollo's R&D org: Engineering, Data Science, and Security. You'll report to our Manager of Talent Acquisition and partner directly with engineering leaders. This isn't a req-execution seat. You'll deliver strong results on your own searches and improve how hiring works around you: running hiring sprints, sharpening sourcing strategy, and building AI workflows the rest of the team picks up. You bring a playbook, adapt it to Apollo, and make it better. What You'll DoDeliver on high-priority, complex searches (Traditional Output)Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offerBuild intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companiesAdapt your approach in real time based on market signals and funnel data, not just volumeCalibrate pipelines with hiring managers early so the first slate lands Influence hiring decisions (Stakeholder Partnership)Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market realityRun sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing startsPush back with data when expectations and the market don't match, and handle tough conversations independently Sell the story (Candidate Experience)Pitch Apollo's mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talentTreat recruiting like sales: understand motivations, manage expectations, and closeKeep every candidate informed and respected, hire or no hire Diagnose with data (Data & Analytics)Own clean pipeline data in Greenhouse and GemDiagnose conversion and velocity patterns across your vertical and turn them into recommendationsUse data as the foundation for stakeholder conversations, not an afterthought Build AI-powered workflows (AI & Automation)Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reportingMeasure their impact on speed and quality, then share what works with the teamCritically evaluate AI outputs; you know when to trust the tool and when to override it Connect the dots (Cross-Functional)Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoffDrive collaboration across recruiters and hiring teams on shared or surge hiring efforts Own it beyond your reqs (Extreme Ownership)Lead team-level initiatives: hiring sprints, process improvements, pipeline strategiesDrive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAsSpot what's broken in your corner of the hiring system and fix it What You'll Bring5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI companyDeep technical credibility: you understand engineering roles and levels well enough to source and assess without a scriptA track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)Strong independent sourcing chops and a bias toward top-of-funnel ownershipProven ability to influence hiring managers with data and market insightHands-on AI fluency: you can walk us through specific workflows you've built and the results they droveHigh ownership, comfortable with ambiguity and extreme paceStrong familiarity with Claude, ChatGPT, or other LLMs. Nice to HaveExperience recruiting in both US and Canadian marketsBackground thriving in high-performance, team-based environments: competitive athletics (collegiate or otherwise), startups, or anything where you trained, competed, and won as a teamExperience leading a hiring sprint or recruiting initiative end-to-end