Technical Recruiter

Overview

Are you excited about sourcing and hiring top IT talent? Join ServiceLink, one of the top providers in the mortgage services industry, as our Technical Recruiter!

Responsibilities

• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with the Vice President of Recruiting and Employee Engagement, and the Talent Acquisition Manager to develop and grow a technical recruitment strategy to engage and pipeline a diverse talent pool across all business lines and levels of the company.
• Establish credibility with hiring managers by delivering high-quality, well-matched candidates with appropriate technical depth quickly and cost-effectively.
• Partner closely with engineering and IT leaders onsite to calibrate candidate profiles and technical requirements.
• Collapse third-party agency partnerships, candidate submissions, and pipeline activity; identify opportunities to reduce agency reliance and associated recruiting costs.
• Maintain an objective, data-driven list of preferred agency partners and collaborate with hiring managers and IT leadership to guide agency selection and maximize utilization of approved vendors.
• Collaborate with HR and Legal teams, to facilitate candidate immigration and visa paperwork process.
• Demonstrated ability to engage technical talent and hiring leaders in credible discussions regarding engineering roles, technology stacks, software development disciplines, and labor market conditions.
• Leverage data-driven recruiting practices to monitor pipeline health, optimize sourcing effectiveness, and improve hiring outcomes.
• Acts as a trusted advisor to both hiring managers and candidates by providing transparent guidance on market dynamics, role expectations, and hiring strategies while maintaining a strong employer brand, delivering an exceptional candidate experience, and cultivating long-term relationships within technical talent communities.
• Employs advanced technical sourcing strategies to identify and engage passive talent through specialized channels beyond traditional job boards and LinkedIn, including technical communities, open-source platforms, university admissions and campus recruiting, industry conferences, professional networks, referrals, and market intelligence to build high-quality talent pipelines.

Qualifications

• Proven track record of sourcing and hiring top IT talent.
• Experience working with technical and non-technical roles.
• Strong communication and interpersonal skills.
• Ability to work independently and manage multiple projects simultaneously.
• Proficiency in using ATS systems and job posting platforms.
• Knowledge of industry trends and labor market conditions.
• Experience with technical communities, open-source platforms, university admissions and campus recruiting, industry conferences, professional networks, referrals, and market intelligence.