Salary range is:
$78,555.51 - $125,000.00
This position is bonus and/or commission eligible.
The RoleThe Role
As a Senior Technical Talent Acquisition Partner, you will own full-cycle recruiting for complex, high-impact Engineering and AI positions. You will lead searches for Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical talent, partnering closely with Engineering leaders to understand their teams, technical requirements, and hiring priorities. You will bring a hands-on sourcing approach, strong technical recruiting judgment, and market intelligence to build exceptional pipelines and deliver high-quality hires.
The ideal candidate is an experienced technical recruiter who can independently manage difficult Engineering searches, engage passive technical talent, and advise hiring managers on realistic talent profiles, competitive markets, and effective selection processes. You can speak credibly with engineers about their work and thrive in a fast-paced, evolving technology environment.
Key Responsibilities:Key ResponsibilitiesFull-Cycle Technical Recruitment
- Own searches end to end for Engineering and AI teams, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical positions.
- Partner with Engineering hiring managers to translate technical requirements into clear candidate profiles, interview plans, and targeted search strategies.
- Lead recruiter screens and assess relevant technical experience, project ownership, problem-solving approach, career motivations, and alignment with role requirements.
- Manage complex searches proactively, identifying bottlenecks, calibrating with interview teams, and keeping high-priority hiring processes moving.
Technical Talent Acquisition Strategy
- Develop search strategies for hard-to-fill technical roles using talent mapping, competitive intelligence, sourcing data, and a deep understanding of Engineering talent markets.
- Advise Engineering leaders on candidate availability, compensation expectations, market competition, hiring tradeoffs, and realistic recruiting timelines.
- Work with stakeholders to prioritize openings, align on must-have versus trainable skills, and refine candidate profiles based on market feedback.
- Use pipeline data, interviewer feedback, and market insights to continuously adjust sourcing and hiring strategies.
Technical Sourcing and Candidate Engagement
- Personally source and engage passive Engineering talent using LinkedIn Recruiter, GitHub, Boolean/X-ray search, technical communities, referrals, networking, and relevant AI-enabled sourcing tools.
- Build credible relationships with technical candidates by communicating the Engineering challenges, product impact, team environment, and opportunity for growth.
- Develop and maintain talent pipelines for Software Engineering, AI/ML, and emerging technical skill sets to support current and anticipated hiring needs.
Engineering Partnership and Stakeholder Management
- Build trusted relationships with Engineering leaders, interviewers, HR partners, and other stakeholders to understand organizational goals and evolving technical needs.
- Provide concise, data-driven updates on search progress, pipeline quality, candidate engagement, interview conversion, and risks to hiring goals.
- Influence hiring decisions through structured feedback, thoughtful calibration, and a strong candidate and hiring-manager experience.
Recruiting Analytics and Process Excellence
- Track funnel conversion, sourcing channel effectiveness, time to fill, and offer outcomes; translate findings into actions that improve technical hiring results.
- Partner with Engineering teams to improve interview quality, assessment consistency, candidate communication, and overall process efficiency.
- Stay current on software engineering, AI/ML hiring trends, recruiting technology, and responsible use of AI tools in sourcing and recruiting workflows.
Mentorship
- Share technical recruiting expertise, sourcing methods, and stakeholder-management practices with other recruiters to elevate team performance.
Requirements:Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field
- 5+ years of full-cycle recruiting experience, including significant direct ownership of Software Engineering and other technical searches at the mid-to-senior level.
- Demonstrated success hiring Senior Software Engineers and related Engineering talent; experience recruiting AI Engineers, Machine Learning Engineers, or similarly specialized roles strongly preferred.
- Advanced hands-on technical sourcing skills, including Boolean search, LinkedIn Recruiter, GitHub, talent mapping, and proactive outreach to passive candidates.
- Ability to discuss technical profiles credibly with Engineering leaders, understand common software development and AI/ML concepts, and translate requirements into an effective recruiting strategy.
- Strong consultative, analytical, communication, and negotiation skills with a track record of managing multiple high-priority technical searches.
Interview Policy & Privacy Notice:A video interview is required for this position. Video interviews are transcribed. Transcriptions are retained and may be reviewed by CCC and our recruiters. Candidates are not permitted to use generative AI or automated assistance during the interviews unless explicitly allowed by the interview team for a specific exercise. Our Job Applicant Privacy Notice is available HERE.
CCC offers competitive compensation and benefits to support you and your families, including:
- 401K Match
- Paid time off
- Annual Incentive Plan Performance Bonus
- Comprehensive health insurance
- Adoption Assistance
- Tuition Reimbursement
- Wellness Programs
- Stock Purchase Plan options
- Employee Resource Groups
For more information about our benefits, please check out our careers site.
