Job Title: Recruiter 4
Pay Rate: $49-51/hr
Building Location: Irving TX 75039
On-Site Full Time
Daily Schedule: Monday-Friday 9-5pm, flexible on start/end time.
Estimated Duration: 12 months

Interview Process
Rounds: 2

Job Description
We are seeking an experienced Temporary Talent Acquisition Partner to support Technology during a period of high hiring demand. The successful candidate will operate as a strategic talent advisor, partnering with hiring leaders to deliver end-to-end recruitment for highly specialized technology and engineering roles.

Key requirements include:
Proven experience recruiting for technology, software, engineering, AI, robotics, autonomy, or other highly technical skill areas.
Strong proactive sourcing and talent pipelining capabilities, with the ability to attract passive talent in competitive markets.
Ability to manage multiple complex requisitions while maintaining a high-quality candidate and hiring manager experience.
Skilled in stakeholder management, influencing hiring decisions, workforce planning discussions, and market intelligence.
Data-driven approach to recruiting, using metrics and insights to guide hiring strategies and improve outcomes.
Strong operational discipline, including interview process management, offer delivery, compliance, ATS/CRM utilization, and process adherence.
Comfortable operating in a fast-paced environment with evolving priorities while balancing speed, quality, and candidate experience.

Why this Role?
Opportunity to support a high-priority Technology hiring portfolio focused on highly specialized technology, engineering, AI, robotics, autonomy, software, and digital talent.
Chance to act as a true talent advisor, partnering closely with hiring leaders on sourcing strategy, market intelligence, workforce planning, and hiring execution.
Exposure to complex, business-critical roles where strong recruiting delivery directly supports technology transformation and future capability build.
A fast-paced, visible assignment suited to someone who enjoys solving difficult talent challenges, building pipelines, influencing stakeholders, and delivering measurable hiring outcomes.

Typical Task Breakdown
Manage a portfolio of specialized Technology requisitions from intake through offer, ensuring strong alignment on role requirements, target profiles, hiring timelines, and sourcing strategy.
Conduct proactive sourcing and talent pipelining for hard-to-fill technology, engineering, software, AI, robotics, autonomy, and digital roles using market mapping and targeted outreach.
Screen and assess candidates against technical requirements, motivation, location, compensation expectations, and overall fit before presenting qualified shortlists to hiring leaders.
Partner closely with hiring managers through regular updates, calibration conversations, interview feedback follow-up, and recommendations to keep searches moving at pace.
Coordinate interview activity, manage candidate communication, support offer preparation, and ensure an efficient and professional experience for both candidates and business stakeholders.
Maintain accurate data in recruiting systems, track pipeline health and progress against priority requisitions, and provide insight-based reporting on risks, blockers, and next steps.

Interaction with Team
Partnership with HR, and colleagues in TA
Team Structure
Part of a group of 5 in the office

Work Environment
Friendly and supportive
Candidate Requirements
Education & Experience Required
Years of experience: 7+
Degree requirement: HS Diploma
Do you accept internships as job experience: No
Are there past or additional job titles or roles that would provide comparable background to this role: N/A

Top 3 Skills
Sourcing
Hiring
Networking
Additional Technical Skills

Required:
Key technology talent segments include:
Artificial Intelligence (AI) & Machine Learning
Generative AI, LLMs, Agentic AI and AI Platform Engineering
Robotics, Autonomous Systems and Perception Engineering
Simulation, Digital Twin and Virtual Product Development
Software Engineering (Full Stack, Backend, Frontend and Embedded)
Cloud Architecture and Cloud Platform Engineering (Azure, AWS)
Data Engineering, Data Science and Analytics
Cybersecurity and Product Security
DevOps, Site Reliability Engineering (SRE) and Platform Engineering
Edge Computing and Connected Vehicle Technologies
Industrial IoT (IIoT), Telematics and Connectivity
Systems Engineering, Controls Engineering and Mechatronics
Electrical, Electronics and Hardware Engineering
Product Management and Technical Program Management
Advanced Research and Emerging Technology Domains within Heavy Equipment and Industrial Technology

Required:
Strong stakeholder management and influencing skills, with the confidence to advise hiring leaders, challenge when needed, and keep searches moving at pace.
Excellent communication skills, including clear candidate engagement, concise business updates, and the ability to simplify complex technical hiring requirements.
High level of urgency, ownership, and resilience when managing competing priorities, difficult searches, and changing business needs.
Collaborative and team-oriented, able to work effectively with TA colleagues, HR partners, hiring managers, sourcers, coordinators, and candidates.

Desired:
Curious and commercially minded, with the ability to understand new technologies, market dynamics, and business priorities quickly.
Ability to build credibility quickly in a matrixed environment and operate comfortably with senior stakeholders.

Disqualifiers / Red Flags / Overqualifications
Disqualifiers / Red Flags
Limited or no experience recruiting for technology, software, engineering, AI, robotics, autonomy, digital, or other highly technical skill areas.
Primarily transactional recruiting background with limited evidence of proactive sourcing, passive candidate engagement, market mapping, or talent pipelining.
Requires high levels of direction or administration support and is not comfortable owning requisitions end-to-end in a fast-paced environment.
Weak stakeholder management, poor communication, or inability to influence hiring leaders and drive timely decision-making.
Limited comfort with recruiting systems, data accuracy, reporting, compliance, or structured process discipline.

Overqualifications
Candidates seeking a primarily strategic leadership role.
Candidates seeking people-management scope.
Candidates seeking long-term permanent progression rather than a hands-on temporary recruiting delivery assignment.