About the roleI'm hiring a Senior Technical Recruiter to own how we find, engage, and close the engineers and product people who build Method's technology. The people we want rarely apply (though, there is a huge opportunity to optimize this channel!) They are weighing offers from the fastest-growing companies in the world, and bringing them to Method takes an outbound-savvy recruiter who can spot exceptional talent early then curate a candidate experience that both reflects our culture and demonstrates it is no-brainer why Method is a place worth working for.
You will own individual contributor hiring across Engineering, Product, and Design, as a true partner to our engineering and product leaders. Method operates lean: at just ~70 headcount total, each hire we make has a significant impact on Method's trajectory, so our bar for talent is very high.
This is a role for someone energized by building from scratch, navigating ambiguity, and applying both recruiting fundamentals and AI-driven workflows to deliver outsized impact.
This role is based out of our NYC office and we have a flexible (but not full-time remote) hybrid policy that typically manifests as
2-4 days/week in office on average where you'll collaborate live and go on caffeine and lunch runs covered by the company.
What you'll do- Own full-cycle recruiting for all individual contributor roles across Engineering, Product, and Data.
- Design, launch, and run Method's a repeatable software engineering internship program end to end, from sourcing channels to interview design and selection.
- Spot gaps in the funnel, propose new tools or process changes, and make the case for them with data.
- Raise the bar on candidate experience across Talent and sharpen how Method tells its story to technical talent.
- Proactively introduce AI optimizations where it makes sense in the recruiting lifecycle
Who you are- 5+ years in a full cycle technical recruiting role with closing/negotiating experience
- You have full-cycle technical recruiting experience and have personally hired exceptional engineers.
- You know this talent intuitively. You've hired engineers that have significantly impacted business and technology outcomes.
- You have a pulse on the tech scene and generally know what shops have top talent.
- You care deeply about candidate experience and have experience curating an excellent and high-touch process for candidates.
- You are outbound first. The best people will not apply, and you have the sourcing habits to find them.
- You are a strong closer who has won candidates for companies whose name did not do the selling.
- You are resilient. A low accept rate or a string of no's does not slow you down.
- You are fluent with modern, AI-enabled sourcing and recruiting tools, and you keep testing new ones.
- You are a builder. When you see a problem, you come back with a solution and the reasoning behind it.
Extra Awesome- Agency recruiting experience, especially placing engineers.
- Experience building or running a university recruiting or internship program.
- A record of strong engineering hires at an early-stage startup.
- Candidate experience or employer brand ideas you have put into practice.
Interview Process- Call with me (30min)
- Call with a peer (30min)
- Call with hiring manager in EPD (30min)
- Onsite
- Presentation of a take-home exercise (60min)
- 1:1 with other EPD hiring manager (30min)
- Sign off with a Co-Founder (30min)
The annual US base salary range for this role is $150,000 - $175,000 based on experience. We also offer an equity package and have a suite of excellent benefits.
Benefits available to full time employees- Medical, Dental, Vision; basic medical plans 100% covered
- Flexible PTO
- $30/day Lunch allowance when working from the office
- 12 weeks parental leave
- Commuter benefits; employer-sponsored
- Phone/internet stipend
- WFH stipend
- Student loan repayment contribution
- Lifestyle Spending stipend
- Learning & Development stipend
- Hybrid-office stocked with snacks
- Quarterly team off-sites
In-office Policy For most roles are Method, we expect a regular in-person presence at one of our hubs in NYC, Austin, SF or DC. We have embedded flexibility to work remotely for a week here and there, but the general expectation is a minimum 2-3 days/week in office on average. What does not work is full-time remote.
