Who you are
- Full-cycle recruiting experience in high-growth tech, with a track record of filling senior engineering IC and first-line manager roles
- Experience running a full desk of concurrent reqs while holding to clear SLAs and quality standards
- A history of acting as a talent advisor, where you turned funnel and compensation data into recommendations that changed hiring decisions
- Hands-on experience with structured interviewing and ATS (scorecards, reporting, scheduling workflows)
- Measurable results from DEI sourcing and fair-assessment practices
- Crisp written updates, plus experience facilitating productive kick-offs, debriefs, and pipeline reviews
- Comfort having direct, kind conversations with Hiring Managers about candidates, leveling, or process, in line with Honeycomb's values of Ownership, Feedback Is a Muscle, and Kind Candor
- Experience in a remote-first, fast-changing environment, and a habit of mentoring peers and improving process as you go
- Experience with Competency based hiring
- Experience utilizing AI to help make process improvements
- Preferred experience with Greenhouse
What the job involves
- Talent Acquisition at Honeycomb builds the teams behind our observability platform
- As a Senior Technical Recruiter, you'll run a full desk of priority R&D searches and act as the talent advisor Hiring Managers call before they open a req, not after
- You'll report to the Head of TA, partner directly with R&D leadership, and own how hiring gets done on your desk from intake to accepted offer
- We're remote-first and give you real trust and autonomy from day one, so you'll shape how we hire as we scale
- Own full-cycle searches for R&D/ Technical focused roles, from intake to offer acceptance, and deliver diverse, well-vetted slates on target timelines
- Manage a full desk of priority reqs, keep candidates moving within our hiring SLAs, and keep Greenhouse data clean without being chased. This includes sourcing, interviewing, reviwing applicants, scheduling etc
- Advise Hiring Managers on search strategy and leveling, using market data, pipeline analytics, and compensation benchmarks to shape decisions rather than only carry them out
- Build lasting advisory relationships with your Business Unit leaders: align stakeholders on a shared plan, guide debate to a decision, and explain the reasoning once it's made
- Partner with the Head of TA to turn approved headcount into recruiting plans, and flag risks early with a proposed fix
- Own the implementation of our competency-based hiring process by building Greenhouse scorecards, running interviewer kick-offs, and facilitating structured debriefs
- Use DEI sourcing tactics that broaden representation and improve quality of hire
- Analyze funnel metrics in Greenhouse and Gem, share what you learn with stakeholders, and improve the process, including cross-functional TA projects like interviewer enablement and candidate-experience NPS
Benefits
- 100% covered medical, dental, vision, HSA, FSA, disability, and more
- Unlimited PTO, synchronous company break, paid sabbatical, and expressed minimum for time to recharge
- 401K retirement plans and fully paid life insurance
- Up to 16 weeks paid leave regardless of path to parenthood; flexible hours for returning parents and caregivers
- $10K to cover gaps in insurance, in support of adoption, surrogacy, preservation, and family-planning costs
- $600 per year to spend on the perks you care for most
- A stake in our success
- Generous new hire equity, and refresh grants
- Annual $1,500 development stipend; funding for cognitive coaching; and a focus on career pathing
- $500 new hire home setup stipend and $200/mo for wifi, phone and co-working