• 7+ years of experience as a full-cycle in-house Technical Recruiter, preferably in growth-stage SaaS startups
• Strong understanding of engineering, product, and design roles in a product-focused SaaS startup, with the ability to assess candidate technical skills and experience
• These roles include but are not limited to software engineers, data scientists, machine learning engineers, platform engineers, product managers, product designers, and EPD leadership
• Proven track record of sourcing and hiring top technical talent in a competitive market
• Experience negotiating complex offers, including equity packages, and closing candidates
• Proficiency in recruiting metrics - able to use conversion rates, passthrough rates, time-to-hire, offer acceptance rates, and other metrics to drive the recruiting process and fine-tune searches
• Experience in a modern Applicant Tracking System (ATS) like Ashby, Greenhouse, or Lever
• Excited by a startup environment and has a desire to contribute to defining recruiting processes and structure as we scale
• Bachelor's degree or related experience

Desirable

• As the Senior Technical Recruiter at Fieldguide, you'll have a major impact in building our engineering, product, and design (EPD) organization through a significant period of growth.
• You will own full-cycle technical recruiting, from developing sourcing strategies to closing top-tier technical talent.
• You are someone who loves building strong partnerships with candidates and stakeholders, and takes a feedback-oriented and data-driven approach to ensure a seamless recruiting process and a world-class candidate experience
• Partner with our CTO/Co-Founder and engineering, product, and design (EPD) hiring managers to understand EPD teams and hiring needs, and act as a trusted advisor in developing and executing hiring plans and strategies
• Own the full-cycle recruitment process including: sourcing, screening, and closing top technical talent through various channels, as well as coordination
• Develop creative sourcing strategies and messaging to identify, attract, and hire top technical talent, building a strong talent pipeline for current and future hiring needs through online channels, networking, and events
• Conduct thorough interviews to effectively evaluate a candidate’s technical skills and cultural alignment
• Maintain a positive candidate experience with timely feedback and clear communication throughout the hiring process
• Be an advocate for a data-driven recruitment process. Have a deep understanding of recruiting pipelines, use recruiting metrics to influence and fine-tune the hiring process, and develop reports and dashboards
• Enhance recruiting processes, including interviewer training, documentation, and other process improvement initiatives
• Possess strong business acumen to develop trusting partnerships with stakeholders and candidates