Technical Recruiter- Americas

Requirements and responsibilities

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Details

How involved the recruiting team is in shaping the product. We're not only impacting the product indirectly by hiring the incredible talent that works here, but also by getting to give direct product feedback as an internal resource for our eng, product + design teams as they design new features make recruiters' lives easier.
A whole new level of hiring manager involvement in recruiting. As in: hiring managers scheduling onsite loops themselves (with a little help from our pretty awesome product), writing some of the best job descriptions I’ve ever seen, and playing the role of recruiter from end to end creating an exceptional candidate experience.
The highly intentional engineering culture truly is a magnet for exceptional engineering talent.
Getting to test all the most cutting-edge Ashby features before anyone else and exploring how they can be used in creative ways.
Coaching first-time hiring managers on how to build an exceptional recruitment process from the ground up.
Deep market mapping and analysis to predict where the next wave of top talent is currently being cultivated.
Partnering directly with the VP/ founder level, where you need to extract key information in a limited amount of time.
Balancing periods of managing multiple roles in different domains with times where you are deep-diving into a single position.
Proven track record as an expert “Engineering” Recruiter in a product-led company with some exposure to other technical roles such as Product Design, Product Management, IT, Security, QA, and Data
Ideally, have been focused on technical hiring from within a SaaS company for a significant portion of your career
You've owned hiring for staff+ technical roles. We're heavily weighted to senior+ engineering talent, so we need someone comfortable working on more senior searches
You’ve operated with autonomy and are used to leading searches end-to-end. We value competency over tenure, but you have a foundation of proven experience that allows you to establish instant credibility with technical leadership
You’ve worked somewhere with a very high talent bar and understand the subtle indicators that separate 'good' from 'great' technical talent
Data-driven mindset, able to optimize your workflows, balancing diversity, quality, and volume.
Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.
Boolean search and talent mapping activities
Requisition qualification with senior leaders
High volumes of outreach and screening calls
Prioritization of your workload
Developing processes that focus on the highest quality of hire as we scale.
Strategizing creative ways to accelerate hiring, as well as getting your hands dirty finding and evaluating candidates.
Scaling a recruiting function by x’s, not %. We’re looking to 2x–5x our hiring, not increase it by 20%. Ideally, you’ve been through a similar startup journey or have seen what it takes to increase hiring by an order of magnitude.
Being part of a documentation-first culture where "the best idea wins." This means being able to communicate concisely and effectively through long-form writing - a skillset I don’t see as prevalent on many recruiting teams!
Staying at the forefront of the recruiting industry. You want to have an impact on the TA space, so you're excited about being an internal tester for our product teams, a resource for sales and marketing, and demoing Ashby features to prospective customers.
Storytelling through data. At Ashby, we have an incredible analytics suite; you’re excited to dig deep to discover unexpected insights into what makes a great hire and how we can improve our process.
You’re a hiring generalist. While I value versatility, this role requires extensive experience in technical hiring across Product, Engineering, Design, and adjacent technical functions.
You want heavy candidate contact after the initial stages. We run a hiring-manager-led process, meaning they handle the deep relationship building with candidates. You’ll be the strategic, guiding hand behind the scenes.
The majority of your career has been in high-volume or early to mid-stage career hiring. We hire frustratingly patiently and almost exclusively focus on senior+ talent.
You struggle with autonomy. Everyone says they don't want to be micromanaged (who does!) but I find many people actually crave a certain level of direction + structure. In this role, I'm going to give you areas to own and a lot of freedom; some people can find that paralyzing.
You're coming in with a playbook. Having a perspective on how things "should" be done is valuable, but first-principles thinking and creativity are what we actually need here.
Strong recruiting instincts: The best recruiters I’ve seen can drive urgency the moment they find an exceptional candidate. They’re ready to risk their reputation and move any obstacle to give us the best chance to hire them. The tough part is that you have to be right, and that’s where excellent judgment comes in. You need to balance a reliable recruiting system with the agility to treat unique situations with the nuance they deserve.
High standards for themselves: Some people have a mental block where they simply can't bring themselves to submit poor work. They hold themselves to a very high standard, and those standards trickle down into doing the little things exceptionally well.
Spikiness and self-awareness: I’d rather have someone exceptional in one area than someone who is just good across the board. I like people who recognize that doubling down on their strengths will set them apart more than trying to round out every weakness.
Left and right-brain thinkers: I’m greedy and I want to see people who can use both sides. I love recruiters who approach experimentation with scientific rigor and love to slice and dice pass-through rate data daily. Equally, I want to see creativity in how we uncover new sources of talent, how we attract candidates, or how we utilize a tool in an unexpected way.
Embodying the power of incremental gains: Obsessed with compounding and always thinking about where to make small improvements to your workflow. Right now, I see this showing up most often in how people experiment with new AI tooling.
Curiosity about the recruiting + startup landscape: Recruiting, especially technical recruiting, is a dynamic landscape that shifts quickly. If you don't have a finger on the pulse of the broader startup ecosystem, it’s hard to have a complete picture of what is happening on the field. Being curious about the world and staying up to date (whether through newsletters, podcasts, or your own social circles) allows you to show up as a true subject matter expert.
Sharpness and intellectual humility: You’re a natural thought-sparring partner who embodies “strong views, loosely held.” You’re quick enough to spot the real issue and start solving it while everyone else is still talking about what’s wrong

Benefits

Competitive salary and equity.
10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅.
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us.

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