Lead and develop the technical recruiting team: Manage, coach, and grow a team of technical recruiters and sourcers across multiple hiring areas
Set clear performance expectations, run regular 1:1s, and create development paths for each team member
Build a recruiting culture grounded in rigor, candidate experience, and operational excellence
Own the technical talent strategy: Partner with Engineering, Product, Data, and Design leaders to deeply understand hiring needs and translate them into recruiting plans
Define and continuously improve our end-to-end hiring process — from job scoping to offer close
Drive consistent, structured interview practices that reduce bias and improve decision quality
Scale our recruiting operations: Build and maintain the systems, tooling, and metrics that make the team more effective and data-driven
Manage our ATS, sourcing tools, and recruiting tech stack to ensure we’re getting the most out of our investments
Report on pipeline health, funnel conversion, time-to-fill, and other key indicators to the broader People and Leadership teams
Strengthen Zip’s presence as a technical employer: Partner with Marketing and People teams to build Zip’s reputation in the engineering community
Develop relationships with universities, bootcamps, and technical communities to expand our pipeline
Ensure every candidate — regardless of outcome — walks away with a positive impression of Zip

8+ years of recruiting experience, with at least 4 years leading a technical recruiting team at a fast-growing technology company
Proven track record of scaling a technical recruiting function — not just maintaining it, but meaningfully improving quality, speed, and team capability
Deep experience hiring across software engineering disciplines (e.g., backend, frontend, infrastructure, ML/AI) and the ability to evaluate technical pipelines with nuance
Strong people leadership skills: you’ve hired, developed, and retained recruiters and know what makes a high-performing team tick
Data fluency: you use metrics to identify problems, track progress, and make the case for investment
Excellent communication and executive presence — you can hold a room with a VP of Engineering or a candidate who’s weighing three competing offers
High sense of ownership and urgency; comfortable operating in a fast-moving, ambiguous environment

Head of Technical Recruiting

Key skills