[Hiring] Senior Talent Recruiter @Climb

Role Description

The Senior Talent Recruiter owns how Climb hires. You run full-cycle recruiting for a firm whose entire product is the caliber of its people: sourcing, screening, closing, and everything in between, for Forward Deployed Engineers, Data Engineers, Architects, and the leaders who run them.

This is a closer's seat, not a coordinator's. The hard part of our hiring is not finding resumes. It is holding a senior engineer's attention through a process, understanding the technical work well enough to be credible about it, and being the reason they take our offer instead of the other one. You will work a small number of hard, specific reqs rather than a wide, shallow funnel.

You are the first dedicated Talent hire at Climb. You inherit a published leveling ladder, defined comp bands, and written job descriptions, and you own the process that runs on top of them.

Key Responsibilities

• Own full-cycle recruiting: sourcing, outreach, screening, interview loop coordination, offer negotiation, and keeping candidates warm through start date.
• Recruit against a credential-gated market: senior data and AI engineers, Databricks practitioners, and client-facing consultants who are usually employed and not looking.
• Build and maintain a real pipeline rather than working req to req, so the practice can hire on demand instead of starting cold each time.
• Run our applicant tracking system (Ashby) as a system of record: clean data, accurate stages, and reporting leadership can act on.
• Partner with hiring managers to define the need, calibrate candidates against the level framework, and hold the bar when a search gets long.
• Own the candidate experience end to end; every candidate, hired or not, should come away with a high opinion of Climb.
• Assess candidates against published leveling criteria and flag when a candidate does not map cleanly to a level rather than stretching a title to fit.
• Build the employer brand in the market: referral networks, community presence, and outbound that sounds like a person rather than a template.
• Report on the funnel that matters: time to fill, offer acceptance, source of hire, and pipeline coverage against the hiring plan.
• Manage recruiting tooling and external agency relationships where we use them, including cost and performance.

Qualifications

• 5+ years of full-cycle technical recruiting, with meaningful time in an in-house or embedded seat rather than agency only.
• Demonstrated ability to close senior technical candidates: specific examples of hires you personally sourced, ran, and landed.
• Enough technical fluency to hold a credible conversation about data engineering, cloud platforms, and AI systems, and ability to differentiate strong engineers and architects.
• Proven sourcing ability against passive, hard-to-reach candidate pools, not reliance on inbound applicants or job board volume.
• Hands-on ownership of an applicant tracking system and the discipline to keep its data clean.
• Comfort operating without a recruiting team around you: you set the process, you run it, and you are accountable for the outcome.
• Clear, direct communication with hiring managers and executives, including the willingness to push back when a req or a level is wrong.

Preferred Qualifications

• Experience recruiting for a consultancy, systems integrator, or professional services firm, where candidates must be both technical and client-facing with requisite soft skills and aptitude for consulting.
• Experience hiring into the data and AI ecosystem (Databricks, Snowflake, or comparable credential-gated platforms).
• Experience with Ashby, or strong fluency in a comparable modern ATS.
• Experience building a recruiting function from an early stage rather than inheriting a mature one.
• Familiarity with leveling frameworks, compensation bands, and offer governance.
• Experience using AI-assisted tooling in sourcing and screening workflows.

Who Thrives Here

• This role is designed for a recruiter who wants to own a function, not work a req queue.
• You are a closer. You know the difference between a candidate who is interested and a candidate who is going to sign.
• You would rather run six hard searches well than thirty easy ones.
• You tell a hiring manager the truth about their req, their process, or their band when it is the reason the search is stuck.
• You treat candidate experience as a reflection of the firm, including for the people you turn down.

Why Climb

• Ground floor, real backing.
• You are joining early, with founders who have built and exited firms like this before. You help write the playbook rather than inherit one.
• Own the function.
• You are the first dedicated Talent hire. You set the process, choose the tooling, partner with hiring managers, and shape how Climb hires as it scales.
• The infrastructure already exists.
• A published leveling ladder, defined comp bands, and written job descriptions. You are not selling a role you have to invent on the call.
• A team worth recruiting for.
• Small teams of remote-first senior practitioners doing production data and AI work delivering business outcomes, not staff augmentation. The pitch is real, which makes the job easier.
• Outcomes, not activity.
• You are measured on the quality of who joins and stays, not on call volume or submittals.

What We Offer

• Competitive base salary with performance-based bonuses.
• MacBook Pro and swag kit so you can do your best work.
• Comprehensive health, dental, and vision insurance.
• 401(k) with company match.
• Generous holidays, flexible PTO, and remote-first work environment.
• Professional development budget including Databricks and cloud certifications.
• Spot bonuses for relevant certifications.
• Conference attendance and thought leadership opportunities.
• Collaborative, low-ego culture with direct access to leadership.
• Opportunity to shape a growing practice from the ground floor.

Climb is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.