Why this role exists

We are hiring a Sr. Staff Technical Recruiter to focus on hiring across our growing engineering organization. This person will be a trusted partner to engineering leadership, recruiting top engineering talent while helping us evolve our technical hiring practices. This is a builder's role, where you'll have the opportunity to work with your peers to transform the way we deliver recruiting to the business.

What success looks like

• Run full-cycle searches for some of our most complex engineering roles
• Demonstrate strong business acumen, talent judgment, and relationship building skills with key stakeholders
• Build smarter, more scalable ways to find and hire the best engineering talent
• Play an integral role in our team's AI transformation journey

What you'll do

Own Engineering hiring end-to-end

• Run full-cycle searches for Engineering with a sharp eye for the craft of recruiting
• Deliver targeted sourcing strategies grounded in real knowledge of the talent market
• Build durable relationships across Engineering and cross-functional partners, ensuring alignment across all partners

Drive strategy and insight

• Act as a trusted advisor to Engineering leadership, bringing data and insights to influence decisions and the direction of our engineering hiring strategy
• Keep up with the latest tech trends and market intelligence so you can have meaningful conversations with leaders about future hiring needs

Build scalable systems

• Identify opportunities to elevate how Engineering hiring runs today and implement durable, repeatable fixes
• Design and implement AI-native recruiting workflows and automation that improve efficiency and consistency across the team, not just your own pipeline
• Turn what works into team standards: playbooks, calibration frameworks, interview processes that uplevel how a team hires

Your Expertise

• 10+ years of full-cycle technical recruiting experience, including demonstrated success hiring at a high-growth company
• Strong business acumen: Keen understanding of how engineering orgs work and how to link business objectives to talent strategy
• Experience influencing hiring strategy at the Director+ and VP level
• Deep familiarity with the technical talent market and how to competitively position the team to win talent
• Strong data fluency: comfortable using pipeline and funnel data to diagnose issues, calibrate stakeholders, and drive decisions
• A track record of designing recruiting processes, frameworks, and systems that scaled beyond a single team or search
• Concrete experience building AI-enabled recruiting infrastructure with measurable impact on speed, quality, or consistency
• Experience using creative sourcing strategies to find, engage, and hire passive technical talent
• Excellent judgment operating in ambiguity: you turn high-level direction from senior stakeholders into concrete tactics
• Genuine care for candidate experience and a belief that it can be a competitive differentiator

Compensation and Benefits

The typical starting salary range for new hires in this role is $174,500 - $218,000.

Final compensation amounts are determined by multiple factors, including candidate experience, location, and expertise and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product.

In addition to the base salary, Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits.

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