Senior Technical Recruiter
San Jose, California, United States of America
Full Time
3 weeks ago
$160,000 - $200,000 USD
Visa Sponsor
Key skills
Negotiation
About this role
Shade Inc. is a stealth-mode battery startup focused on developing innovative battery technology to accelerate the transition to clean energy. They are seeking a Senior Technical Recruiter to build and scale their recruiting function during a critical growth phase, responsible for designing recruiting infrastructure and managing full-cycle recruiting for high-priority roles.
Responsibilities:
- Design and implement scalable recruiting processes to support rapid growth (70 → 120+ employees)
- Establish consistent hiring workflows, interview processes, and candidate experience standards
- Partner with People Ops to ensure recruiting processes align with compliance and company values
- Select, implement, and optimize recruiting tools: ATS (we use Ashby), scheduling, sourcing tools, etc.)
- Build hiring manager playbooks, interview training, and decision frameworks
- Own end-to-end recruiting for high-impact roles across functions (e.g., engineering, operations, G&A)
- Partner with hiring managers to define role requirements, success criteria, and hiring plans
- Source, screen, interview, and close candidates with a high bar for quality and equity
- Manage candidates through offer negotiation and closing
- Maintain an excellent candidate experience throughout the process
- Act as a trusted advisor to hiring managers on hiring strategy, timelines, and tradeoffs
- Set clear expectations around roles, interview load, and decision-making
- Identify risks or bottlenecks early and proactively propose solutions
- Own end to end strategy for sourcing technical roles (specifically battery engineers, cell engineers, manufacturing engineers, and more)
- Form deep partnerships with managers to understand technical requirements and trade-offs
- Translate complex technical needs into effective sourcing strategies and search criteria
- Proactively identify and engage passive candidate pipeline through direct sourcing, referrals, and networking
- Track and report on recruiting metrics (time-to-fill, pipeline health, candidate experience)
- Use data to identify gaps, inefficiencies, and opportunities to improve
- Continuously refine sourcing strategies and interview practices as the company scales