Senior Technical Recruiter

What You'll Do

Own Technical Hiring End-to-end

• Drive full-cycle recruiting across engineering, data science, ML, product, and technical operations.
• Sit down with hiring managers and technical leads to pin down what "excellent" means for each role - the signals that never make it into a job spec.
• Build interview loops that are sharp and repeatable, testing for genuine technical depth alongside the judgment it takes to succeed in a fast-moving startup.
• Win candidates by making the scope, autonomy, and reach of what we're building impossible to ignore.

Source Where Others Don't Look

• Hunt for engineers, data scientists, and technical PMs through advanced sourcing across GitHub, LinkedIn, and the technical communities where builders actually spend their time.
• Construct pipelines for roles that demand both engineering rigor and the ability to thrive in a lean, high-velocity environment.
• Reach talent long before they open a job tab - through open-source contributors, hackathon circles, and communities tied to developer tooling and AI.
• Keep a working knowledge of movement in AI/ML, developer tools, and dev infrastructure so your outreach lands with engineers who can tell the difference.

Be a Strategic Partner to Technical Leaders

• Serve as a trusted advisor to engineering and product leaders, giving them straight market feedback and real competitive intelligence on the talent landscape.
• Give technical leaders the clarity to make fast, confident hiring calls - adding structure without the bureaucracy that usually comes with it.
• Convert roadmap priorities into concrete hiring plans, and surface risks while they're still easy to fix.
• Hold the line on speed, quality, and team fit as the company's technical direction keeps evolving.

Build a Recruiting Engine That Scales

• Create and refine interview frameworks, assessment methods, and hiring rubrics that hold up as teams grow.
• Bring consistency and standards to hiring without becoming a drag on the teams you support.
• Lean on data, pattern recognition, and good judgment to keep raising the bar - and coach others to do the same.
• Lay the groundwork for a recruiting function that can keep pace with where CodeRabbit is headed.

What You'll Bring

• 5-8+ years of full-cycle technical recruiting, ideally at high-growth startups, developer-tools companies, or teams scaling engineering headcount quickly.
• A proven history of landing senior engineers, data scientists, ML practitioners, and technical PMs in genuinely competitive markets.
• Standout sourcing chops - real fluency with GitHub, LinkedIn Recruiter, Boolean search, and the creative approaches that surface hard-to-find profiles.
• Enough technical fluency to talk credibly with engineers about their work, read role-fit signals, and judge candidate quality well past the resume.
• A high tolerance for ambiguity, shifting priorities, and leaders who think big and move quickly.
• Sharp instincts for talent, trajectory, and team fit - not just pedigree and years served.
• A crisp communicator and a strong closer who takes real pride in the quality of the teams they help assemble.
• Real curiosity about developer tools, AI, and the craft of software - and a genuine interest in building products engineers actually want to use.