Technical Recruiting Manager

Chainguard · United States · 3 wk ago

RemoteRemoteHuman Resources$160k–$205k/yrFull-time

Lead and develop a team of technical recruiters
Coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth
Partner directly with engineering and product leadership
Build trusted working relationships with our CPO, Head of Engineering, and Head of Security
Push back constructively when you disagree; bring data and honest assessments to every conversation
Standardize technical interviewer training
Build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard
Own recruiting strategy across engineering, product, and security
Set sourcing strategy, hiring timelines, and quality thresholds for your function
Know when a req needs a different approach and have the credibility to drive that conversation
Manage a high-volume, high-complexity pipeline
Keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high

8+ years in technical recruiting, including at least 2 years managing a team
You've supported an engineering org through significant scale and know what had to be built at each stage
An independent, developed point of view on what strong engineering and PM talent looks like
You can coach your recruiters to hold that same bar and have a credible conversation with a skeptical engineering leader about what recruiting can actually improve
Infrastructure builder, not just a process runner
You've stood up at least one of the following from scratch: interview committees, interviewer training programs, or calibration frameworks
Stakeholder credibility
You push back when you're right, bring data when you disagree, and build trust with leaders who have high standards
Strong team developer
You know how to coach high-performing ICs to get stronger and manage through performance issues without letting them drag the team
Closer and seller
You know how to position Chainguard against a late-stage pre-IPO, a FAANG team, and an early-stage startup, and you've closed candidates who had better-known options

We live and breathe our company values
We are customer obsessed
We focus on delivering solutions to our customers that create value and make their lives better
We have a bias for intentional action
We don't take ourselves too seriously (but we do serious work)
We trust each other and assume good intentions

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