Technical Recruiter III

Responsibilities

• Edit, review, and post technical job descriptions; oversee work of junior team members.
• Source potential candidates on niche platforms and research new sourcing channels.
• Parse specialized skills and qualifications to screen IT resumes; provide feedback to junior team members.
• Perform pre‑screening calls to analyze applicants’ abilities, including call‑shadow training.
• Interview candidates using various methods (structured, walk‑in, onsite, technical assessments, behavioral questions).
• Coordinate with IT team leaders to forecast department goals and hiring needs; assess recruiter coverage and geographic distribution with management.
• Craft and send personalized recruiting emails with current openings to passive candidates.
• Organize tech conferences and meetups to network with IT professionals in the local community.
• Compose job offer letters; onboard new hires with HR support and review junior team members’ work.
• Oversee and review job and task analyses to document duties and requirements.
• Stay current with new technological trends and products; train junior team members.
• Meet performance‑related goals to enhance productivity and success.
• Operate as a virtual role from any U.S. location, with preference for candidates in the Eastern U.S. or able to work Eastern Time Zone hours.

Skills & Qualifications

• Proven work experience as a Technical Recruiter or Recruiter – minimum of 6 years.
• Minimum of 2 years as a Senior Technical Recruiter, mentoring and training junior team members while running a recruiting desk.
• Hands‑on experience with various interview formats (phone, Skype, structured) and ability to train on them.
• Technical expertise to understand and explain job requirements for IT roles, including writing, editing, and distribution.
• Strong familiarity with Applicant Tracking Systems and resume databases.
• Proficient knowledge of sourcing techniques (social media recruiting, Boolean search).
• Excellent verbal and written communication skills; ability to review same for junior team members.
• Solid understanding of HR practices and labor legislation; partner with HR for program adjustments.
• Degree in a directly relevant field such as Human Resources, Business Administration, or equivalent combination of education and work experience.

Pay

The annual starting salary for this position is between $75,000‑$85,000. Factors that may affect starting pay within this range include geography/market, skills, education, experience, and other qualifications of the successful candidate. The role is also eligible for incentive compensation in accordance with the applicable Company plan.

Benefits

• Medical insurance
• Dental insurance
• Vision insurance
• Life insurance
• AD&D insurance
• Disability plans
• Employee Assistance Program
• Paid holidays (up to 12 days annually)
• Paid time off (minimum of 10 days annually, increasing with seniority)
• Paid parental leave (minimum of 10 days annually)
• 401(k)
• FSA/HSA pre‑tax benefits