Technical Recruiter

The problem.

The people this firm needs are already employed, are contacted constantly, and have learned to ignore all of it. A message that reads like the other forty is worse than no message. The work is knowing the craft well enough that your first sentence proves you read what they built.

What you would do.

• Own sourcing for technical positions end to end, from the first message to the offer conversation.
• Read the work. If you cannot say something specific about what somebody built, you are not ready to write to them.
• Run the process on the firm's side: scheduling, the paid assignment, keeping every candidate informed at every stage without being chased.
• Give the hiring side honest feedback when a position is written badly or the process is taking too long.
• Keep the record of who we spoke to, what was said, and why a decision went the way it did.

What we would want evidence of.

• You have hired engineers or researchers into a small firm, and can name people who are still there.
• You can read a technical profile and form a view before anyone briefs you.
• Your outreach gets answered, and you know your own numbers.
• You have told a hiring manager their position description was the problem.
• You close candidates by being straight with them, including about what is difficult here.

What would make this a bad fit.

This role is a poor fit if you work from a brief and a keyword list. You would be writing the brief.

This role is a poor fit if you need a large pipeline to feel productive. The pipeline here is small and the standard is high. Most weeks nobody progresses.