3+ years of full cycle recruiting experience focusing on technical roles, especially mechanical and electrical engineering.
Proven ability to source and engage passive candidates effectively.
Hands-on experience with applicant tracking systems and sourcing tools.
Skilled at managing multiple job requisitions while ensuring quality and speed.
Strong negotiation and closing skills, with a history of placing top candidates in competitive environments.
Excellent communication skills to foster relationships across all organizational levels.
Preferred experience in recruiting for a high-growth startup.
Responsibilities
Proactively identify and engage top technical talent through various sourcing strategies.
Collaborate with hiring managers to define role requirements and develop tailored search strategies.
Conduct comprehensive initial screenings to assess candidates' technical skills and cultural fit.
Design and manage structured interview processes, ensuring a smooth candidate experience.
Act as an advisor to candidates, providing clear communication and feedback throughout the hiring process.
Maintain accurate records in the applicant tracking system and track key recruiting metrics.
Contribute to the company's talent branding efforts via job posts, social media, and hiring events.
Benefits
Ground floor opportunity to shape the recruiting process from end to end.
Ability to influence company culture and talent acquisition strategy.
Supportive environment for professional growth and development.
Engagement with leadership and direct impact on team building.
Participation in shaping the company’s brand in the talent market.
Full Job Description
Overview
We're building a recruiting organization around two principles: we should know who the exceptional people are before we need them, and we should provide unreasonable hospitality to craft bespoke experiences for them.
We're looking for a Technical Recruiter to own full-cycle searches for AMCA's engineering and technical roles, from first calibration conversation through offer and close. You own the bar for your searches and you own the process that gets us there: pulling what "exceptional" means out of the hiring manager, then diagnosing what's working and what isn't in how we find, evaluate, and close people, and changing it. We want to be exceptional at both quality of hire and time to hire, and every search should leave us with a deeper relationship with the market, a sharper bar, and a better process than the one before it.
Responsibilities
Own the full cycle for some of Amca's technical roles: calibration, sourcing and outreach, screening, interview process, and close, start to finish.
Sit down with the hiring manager at the start of every search and pull out, in concrete terms, what makes someone exceptional for this role. You own that bar; the hiring manager gives you the input, but holding the line is on you.
Diagnose your own process. When something's slow, or the wrong people are getting through, or great people are falling out, figure out why and fix it, rather than running the same steps every time regardless of what's working.
Build real relationships with the people you talk to, whether or not they're ready to move today, so Amca is already known and trusted when the timing changes.
Measure yourself on both quality of hire and time to hire. You'll help define what a great hire looks like six months in, and use that to sharpen how you screen and sell so the right people move through the process quickly.
Use the market maps, relationship graphs, and candidate intelligence our talent systems produce, and tell us where they fall short so they get better.
Represent Amca well in every interaction, and work closely with coordinators as they bring the candidate experience to life around the searches you're running.
Qualifications
Required:
3+ years of full cycle recruiting experience with a strong focus on technical and engineering roles (specifically mechanical and electrical engineering roles).
You've run full-cycle technical searches end to end and can hold your own in a conversation about the work, not just the process.
You know how to sit with a hiring manager and pull out, in concrete terms, what makes someone exceptional for a role, then hold that bar even when it's tempting to lower it to fill a seat.
You look at your own process critically. When a search stalls or the wrong people are getting through, you can tell why and you go fix it instead of waiting for someone to tell you.
You treat every candidate interaction as a chance to build a real relationship, not just move them through a pipeline.
You're comfortable working with imperfect information and adjusting your approach person by person rather than running one script for everyone.
You want to use data, AI tools, and better systems to do the job well, not just to move faster.
You care as much about the candidates you don't hire as the ones you do.
Annual Salary Range
$100,000-$150,000 USD
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a US person as: any individual who is granted U.S. citizenship; or. any individual who is granted U.S. permanent residence ("Green Card" holder); or. any individual who is granted status as a "protected person" under 8 U.S.C 1324b(a)(3).
