Who you are

10+ years experience as a full-cycle technical recruiter supporting roles such as software engineering, security, data and AI/ML or related functions
Experience recruiting in high-growth, startup, technology, cybersecurity, or similarly competitive environments
Strong experience partnering with senior stakeholders, acting as a true business partner
Sourcing expertise, including creative use of LinkedIn Recruiter, Juicebox, Gem, referrals, talent mapping, and AI-enabled recruiting tools
Experience using recruiting metrics and reporting to diagnose funnel performance, improve pipeline quality, and strengthen hiring outcomes
Clear, compelling communication and storytelling skills, with the ability to engage candidates and stakeholders across technical and nontechnical audiences
Experience hiring across a range of seniority levels, from experienced individual contributors through senior leadership
Background recruiting for remote or distributed teams across the United States and Canada
Experience supporting early-stage or scaling companies where each hire is closely tied to company-level priorities and outcomes
Familiarity with cybersecurity, insurance, risk management, SaaS, or other complex technical and regulated industries

What the job involves

As a Lead Technical Recruiter, you will own hiring across Engineering, Security, Data, and adjacent technical functions
You’ll drive searches from HM kickoff through sourcing, interviewing, offer negotiation, and close, serving as a strategic partner to our most senior org leaders
Being a Lead on the team, expect full autonomy to deliver results
This role combines hands-on recruiting excellence with strong business partnership
You’ll build trusted relationships with leaders at multiple levels, translate org priorities into effective hiring strategies, and use recruiting data to improve pipeline health, candidate quality, process effectiveness, and hiring-manager rapport
We’re a nimble Recruiting Team that uses AI and tech daily to automate manual work and focus on what matters most: strong relationships, efficient and structured interview processes, and an exceptional candidate experience
You’ll be expected to move quickly at the top of funnel, operate with sound judgment, and bring a high level of ownership to a range of concurrent searches
30 vs 60 vs 90 Day Onboarding Plan
30 days: meet with your key stakeholders, collaborate with our Recruiting Team, understand headcount demand, navigate our systems, kickoff searches, run interviews and workshop your Coalition pitch
60 days: get your 1st candidate to offer, juggle concurrent searches, zero-in on ideal talent profiles, perfect your sourcing rhythm and build agents to automate work
90 days: running with full autonomy, closed a couple roles, own headcount strategy, developing trust with stakeholders and taking on more responsibility outside core recruitment workflows
Own end-to-end recruiting for eng, security, data, and related roles, including intake, sourcing, process management, comp strategy & closing
Partner with leaders to understand business priorities, define candidate profiles, establish clear success criteria, and create structured, efficient interview plans
Use tools such as LinkedIn Recruiter, Gem, Juicebox, Greenhouse, Glean, and other relevant tools to find great people and improve workflows
Deliver clear, compelling storytelling about Coalition’s mission, products, technical challenges, and opportunities for impact to candidates with varied backgrounds and levels of experience
Lead offer processes for complex technical and functional hires, including compensation alignment, offer strategy, negotiation, closing, and transition to onboarding
Use recruiting metrics and reporting to evaluate pipeline health, sourcing effectiveness, funnel conversion, candidate quality, time in process, and hiring-manager engagement

Benefits

Paid parental leave
401k plan
Stock option plan
Open vacation days
Flexible working hours
Work from home opportunities
Health insurance

Open roles (1)