DigitalOcean is on a mission to simplify cloud computing so builders, developers, and AI-native enterprises can change the world. To support our next phase of global expansion and platform evolution, we are looking for a Senior Technical Recruiter-a tech-savvy, program-minded talent partner who combines elite full-lifecycle execution with robust project management, consultative influence, and deep domain fluency.
In this role, you will do far more than fill requisitions: you will operate as a strategic advisor to engineering and executive leadership, programmatically driving talent initiatives across complex technical ecosystems (Cloud, Infrastructure, AI/Inference, and Platform Safety).
What You'll Do1. Strategic Business Partnership & Executive Alignment- Operate as a Consultative Talent Advisor: Partner directly with VPs, Engineering Directors, and HRBPs to map talent strategies directly to product roadmaps, business OKRs, and workforce planning goals.
- End-to-End Search Orchestration: Manage high-impact, mission-critical technical pipelines (averaging 15+ active complex requisitions) from initial intake/kickoff and market alignment to offer structuring and executive closing.
- Stakeholder Management: Influence, guide, and calibrate hiring managers through market reality, compensation insights, and candidate selection dynamics.
2. Technical Sourcing, Talent Branding & Community Building- Deep Domain Fluency: Speak the language of modern engineering teams. Confidently engage top-tier talent across AI/ML, cloud infrastructure, containerization, customer identity, and enterprise software platforms.
- Multi-Channel Talent Programmatic Sourcing: Leverage advanced AI sourcing tools, GitHub, StackOverflow, open-source communities, and targeted networking to surface and engage passive, highly specialized engineering talent.
3. Recruiting Operations, Data & Intelligence- Data-Driven Program Management: Treat your hiring funnel like a managed pipeline. Track, analyze, and communicate hiring metrics, conversion rates, and SLA risks to leadership to continuously optimize process velocity.
- Market & Competitive Intelligence: Track real-time labor market trends, tech stack shifts, local global compliance/legislation, and compensation movements to advise leaders on competitive positioning.
- Process Modernization & Scale: Identify operational friction in the candidate loop, proposing and executing workflow improvements across our ATS (Greenhouse), talent tech stack, and interviewer calibration programs.
What You'll Add to DigitalOcean:- Relationship & Communication Mastery: Exceptional interpersonal presence, executive communication skills, and high emotional intelligence. Proven ability to build immediate trust with VP-level stakeholders and navigate complex candidate negotiations.
- Programmatic & Organizational Rigor: Strong project management discipline-able to balance multiple high-volume hiring initiatives, cross-functional dependencies, and candidate workflows without losing speed or quality.
- Tech-Savvy Expertise: A genuine curiosity and working knowledge of modern cloud infrastructure, SaaS, and AI development workflows (e.g., K8s, Go, Python, agent frameworks, microservices).
- Closing & Structuring Agility: Deep understanding of modern compensation structures (base, variable bonus, equity/RSUs), executive offer negotiations, and relevant global mobility/immigration nuances.
Experience & Competencies- 8+ years of full-lifecycle technical recruiting experience in high-growth, fast-paced SaaS, Cloud, Infrastructure, or hyper-scale environments.
- Proven track record of managing high-impact technical hiring pipelines while influencing senior engineering leadership (up to VP/SVP).
- Demonstrated experience designing and executing targeted talent programs or sourcing campaigns from scratch.
- Advanced proficiency across modern recruiting tech stacks (Greenhouse, LinkedIn Recruiter, AI sourcing tools, market intelligence engines, Google Workspace).
Compensation Range: *This is a remote role
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Application Limit: You may apply to a maximum of 3 positions within any 180-day period. This policy promotes better role-candidate matching and encourages thoughtful applications where your qualifications align most strongly.
