4+ years of full-cycle technical recruiting experience
Proven track record of hiring strong engineers across various levels
Deep sourcing experience with hard-to-reach technical talent
Strong technical fluency to engage engineers effectively
Experience partnering with Engineering leaders to influence search strategy
Startup or high-growth experience with adaptability to changing priorities
Responsibilities
Own full-cycle recruiting for Engineering roles, from sourcing to closing
Collaborate with Engineering leaders to define roles and maintain hiring standards
Build evergreen talent pipelines for proactive hiring
Design innovative sourcing strategies and develop new talent channels
Utilize recruiting data to diagnose searches and adjust strategies
Enhance hiring processes, focusing on candidate experience and interview design
Benefits
Thoughtful and efficient interview process, typically completed within three weeks
Opportunity to work closely with Engineering leaders
Engagement with top-tier technical talent
Chance to influence and improve hiring strategies
Dynamic work environment in a startup or high-growth setting
Full Job Description
About the role
Talent is how we build the team to do it. As a Technical Recruiter, you'll own Engineering hiring and help build the technical team behind Thatch's next stage of growth. You'll partner closely with leaders, build relationships with top-tier talent, and think beyond today's open roles to keep us ahead of our hiring needs while maintaining a high hiring bar.
What you'll do
Own full-cycle recruiting across Engineering, from proactive sourcing through close, while flexing into other priority searches as needed.
Partner with Engineering leaders to define roles, calibrate on what great looks like, and maintain a high hiring bar as we scale.
Build evergreen pipelines, developing relationships with great engineers well before we need them.
Design sourcing strategies and develop new talent channels, from technical communities and referrals to university and new-grad recruiting.
Use recruiting data and market insights to diagnose searches, spot bottlenecks, and adjust strategy.
Improve how we hire, from interview design and calibration to candidate experience and closing.
Background we're looking for
4+ years of full-cycle technical recruiting experience, with a track record of hiring strong engineers across levels and technical profiles.
Deep sourcing experience, with demonstrated success building pipelines and engaging hard-to-reach technical talent.
Strong technical fluency and the ability to understand the work, ask good questions, and credibly engage engineers.
A track record of partnering closely with Engineering leaders, influencing search strategy, and holding a high hiring bar.
Skilled at navigating offers and closing candidates, balancing candidate expectations, market data, and our compensation approach.
Startup or high-growth experience, with the ability to build while executing and adapt as priorities change.
Experience we'd be particularly excited about
Built technical talent pipelines or sourcing programs from scratch.
Developed university, new-grad, or early-career recruiting programs.
Recruited beyond Engineering across Product, Design, or other functions.
What to expect
We aim to keep our interview process thoughtful, rigorous, and efficient. Most candidates complete it within three weeks.
A 30-minute conversation with a recruiter.
A 30-minute conversation with the hiring manager.
Functional interviews focused on the skills most important for the role.
For some roles, a case study, technical exercise, or working session.
A conversation with the department leader.
A final conversation with a member of our executive team.
