- We’re hiring a Senior Technical Recruiter to own hiring for complex, high-priority roles across Apollo’s R&D org: Engineering, Data Science, and Security. You’ll report to our Manager of Talent Acquisition and partner directly with engineering leaders
- This isn’t a req-execution seat. You’ll deliver strong results on your own searches and improve how hiring works around you: running hiring sprints, sharpening sourcing strategy, and building AI workflows the rest of the team picks up. You bring a playbook, adapt it to Apollo, and make it better
- Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offer
- Build intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companies
- Adapt your approach in real time based on market signals and funnel data, not just volume
- Calibrate pipelines with hiring managers early so the first slate lands
- Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality
- Run sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing starts
- Push back with data when expectations and the market don’t match, and handle tough conversations independently
- Pitch Apollo’s mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talent
- Treat recruiting like sales: understand motivations, manage expectations, and close
- Keep every candidate informed and respected, hire or no hire
- Own clean pipeline data in Greenhouse and Gem
- Diagnose conversion and velocity patterns across your vertical and turn them into recommendations
- Use data as the foundation for stakeholder conversations, not an afterthought
- Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting
- Measure their impact on speed and quality, then share what works with the team
- Critically evaluate AI outputs; you know when to trust the tool and when to override it
- Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoff
- Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts
- Lead team-level initiatives: hiring sprints, process improvements, pipeline strategies
- Drive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAs
- Spot what’s broken in your corner of the hiring system and fix it
Benefits
- Remote & in-person roles: Work from wherever you thrive, with all the tools and support you need to be successful.
- Flexible time off: We don’t count vacation days. When you need a break, take it — no strings attached.
- Competitive pay: We offer strong salaries, performance bonuses, and equity opportunities for most roles.
- Office and learning stipend: Get support for your growth with stipends for books, courses, and home office setup.
- Global healthcare coverage: Medical, dental, and vision benefits are available in the US, Canada, India, and other supported countries.
- Mental health and coaching support: Access professional coaching and mental health resources for you and your dependents.
- Hands-on AI fluency: you can walk us through specific workflows you’ve built and the results they drove
- Deep technical credibility: you understand engineering roles and levels well enough to source and assess without a script
- 5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
- A track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
- Strong familiarity with Claude, ChatGPT, or other LLMs
- Strong independent sourcing chops and a bias toward top-of-funnel ownership
- Proven ability to influence hiring managers with data and market insight
- High ownership, comfortable with ambiguity and extreme pace
- Experience recruiting in both US and Canadian markets
- Background thriving in high-performance, team-based environments: competitive athletics (collegiate or otherwise), startups, or anything where you trained, competed, and won as a team
- Experience leading a hiring sprint or recruiting initiative end-to-end
