Torchora
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Key Responsibilities and Required Skills for a Technology Recruiter

💰 $85,000 - $130,000

Human ResourcesTalent AcquisitionRecruitingTechnology

🎯 Role Definition

As a Technology Recruiter, you are a strategic partner and talent advisor responsible for navigating the competitive tech landscape to find and attract the best talent. Your mission is to own the full-cycle recruitment process for all technical roles, from sourcing and engagement to offer negotiation and closing. You will be instrumental in building our employer brand within the tech community and ensuring a world-class candidate experience that reflects our company culture and values. You are the bridge between our company's ambitious goals and the brilliant minds that will help us achieve them.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Technical Sourcer
  • HR Coordinator or Generalist
  • Junior Recruiter / Recruiting Coordinator
  • Career changer with a background in tech (e.g., a former engineer or sales engineer)

Advancement To:

  • Senior Technology Recruiter or Principal Recruiter
  • Recruiting Manager / Talent Acquisition Manager
  • Lead Technical Recruiter
  • Head of Talent

Lateral Moves:

  • HR Business Partner (HRBP)
  • Talent Brand & Marketing Manager
  • People Operations Manager
  • University Relations Manager

Core Responsibilities

Primary Functions

  • Manage the entire end-to-end recruitment lifecycle for a variety of complex technical roles, including Software Engineering, DevOps, Data Science, and Product Management, ensuring a seamless and positive experience.
  • Develop and execute innovative and scalable sourcing strategies to build robust talent pipelines, leveraging tools like LinkedIn Recruiter, Boolean searches, GitHub, Stack Overflow, and niche technical communities.
  • Proactively source, identify, and engage top-tier passive candidates, building long-term relationships and a network of potential future hires.
  • Partner closely with hiring managers and senior technical leadership to deeply understand their team's needs, define role requirements, and craft compelling job descriptions.
  • Act as a strategic advisor to hiring teams, providing market insights, talent intelligence, and data-driven recommendations to guide hiring decisions.
  • Conduct thorough initial screening calls and interviews to assess candidate qualifications, technical skills, cultural fit, and motivation.
  • Guide candidates through the entire interview process, providing timely updates, clear communication, and thoughtful feedback to ensure an exceptional candidate experience.
  • Manage the offer process, including crafting competitive compensation packages, extending offers, negotiating terms, and successfully closing candidates.
  • Build and maintain a high-quality, diverse pipeline of candidates for current and future hiring needs through ongoing networking and relationship management.
  • Champion and embed Diversity, Equity, and Inclusion (DEI) principles into every aspect of the hiring process, from sourcing to interviewing and selection.
  • Utilize the Applicant Tracking System (ATS) meticulously to track candidate progress, manage pipelines, and ensure data integrity for reporting.
  • Develop a deep understanding of the company’s technology stack, products, and a strategic view of the competitive landscape to effectively articulate our value proposition.
  • Organize and participate in recruiting events, tech meetups, and conferences to promote our employer brand and connect with potential candidates.
  • Create and manage a consistent feedback loop with hiring managers to continuously refine and improve the recruitment process and interview strategies.
  • Drive the interview scheduling process with a high sense of urgency, coordinating with candidates, interviewers, and recruiting coordinators.
  • Provide regular, data-rich updates to stakeholders on recruiting progress, pipeline health, and market trends.

Secondary Functions

  • Collaborate with the Talent Brand team to create and share content that showcases our engineering culture and attracts technical talent.
  • Assist in training new recruiters and interviewers on best practices for technical assessment and providing a positive candidate experience.
  • Contribute to ad-hoc talent acquisition projects, such as implementing new recruiting tools, improving interview processes, or developing internship programs.
  • Analyze recruitment metrics and KPIs (e.g., time-to-fill, source-of-hire, offer acceptance rate) to identify areas for improvement.
  • Stay current on emerging technologies, industry trends, and recruitment best practices to ensure our hiring strategies remain competitive.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-Cycle Technical Recruiting: Demonstrated expertise in managing the entire recruitment process for technical roles, from sourcing to closing.
  • Advanced Sourcing Techniques: Mastery of Boolean logic, LinkedIn Recruiter, and experience sourcing from non-traditional platforms like GitHub, Stack Overflow, and developer forums.
  • ATS Proficiency: Deep proficiency with modern Applicant Tracking Systems (ATS) such as Greenhouse, Lever, or Workday Recruiter for pipeline management and reporting.
  • Technical Acumen: Strong ability to understand and articulate complex technical requirements, including different programming languages (e.g., Python, Java, Go), cloud platforms (AWS, GCP, Azure), and software development methodologies.
  • Data-Driven Recruiting: Experience using recruitment analytics and metrics to inform strategy, influence stakeholders, and improve hiring outcomes.
  • Offer Negotiation & Closing: Proven ability to manage complex offer negotiations, including compensation, equity, and relocation, with a high close rate.

Soft Skills

  • Exceptional Communication: Outstanding verbal and written communication skills, with the ability to build rapport and establish credibility with both candidates and senior leaders.
  • Relationship Building: A natural ability to build authentic, long-term relationships and networks within the tech community.
  • Resilience & Adaptability: Thrives in a fast-paced, dynamic environment and can effectively manage competing priorities and last-minute changes.
  • Business Acumen: The ability to understand the company's business goals and how talent acquisition directly contributes to achieving them.
  • Persuasion & Influence: Skilled at influencing hiring managers and persuading passive candidates by effectively articulating the company's vision and value proposition.
  • High Agency & Proactivity: A self-starter with a strong sense of ownership who proactively identifies and solves problems without waiting for direction.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree or equivalent practical experience in recruiting or a related field.

Preferred Education:

  • Bachelor’s degree in Human Resources, Business Administration, Communications, or a related discipline.

Relevant Fields of Study:

  • Human Resources
  • Business Administration
  • Psychology
  • Communications

Experience Requirements

Typical Experience Range: 3-7 years of professional experience.

Preferred: A minimum of 3 years of dedicated, full-cycle recruiting experience specifically for technical roles (e.g., Software Engineers, SREs, Data Scientists) within a fast-paced technology company or a specialized recruiting agency.

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