[Hiring] Senior Technical Recruiter @Praxent

Role Description

We're hiring a Senior Recruiter to own our hardest US technical requisitions and to set the standard for how this team reaches the market. The roles are forward deployed and applied AI engineers, technical directors, and delivery leaders, hired for our practices that are growing fast on the back of our Anthropic and Microsoft partnerships. You'll carry a full portfolio against a 35-day time-to-hire, and you'll write the outreach that gets those candidates to answer. This is a craft role rather than a management one. You won't have direct reports. You'll own the written quality of what leaves this team, which is the part of recruiting that gets skipped when everyone is busy and the part that decides whether a senior engineer replies.

Here's how you'll do it:

• Fill the Roles: Own a full portfolio of US senior technical requisitions from hiring manager intake through offer, holding time-to-hire under 35 days without trading away the quality of the slate.
• Own the Outreach: Write every sequence this team sends and build the campaigns in Greenhouse. Choose the channels from what our own hiring data shows has converted, and be able to defend the order you picked.
• Raise the Bar: Review the team's candidate and stakeholder communication before it goes out, and hold a standard on it without souring the relationship. Coach our interviewers so scorecards come back complete and decisions rest on evidence.
• Partner with Hiring Managers: Run intake and calibration with our VPs and practice leads. When a decision is yours, make it and tell them what you did.
• Use AI-Native Tooling: Put AI to work in sourcing, screening and drafting, and verify every word before it reaches a candidate. We expect you to move efficiently with these tools and to stand behind what they produce.

Qualifications

• You write outreach that senior people answer.
• A draft you hand to a VP goes out without anyone editing it first, and you know the difference between a message that sounds polished and one that earns a reply.
• You bring data before anyone asks for it.
• You've hired senior technical talent in a competitive market.
• You hold a standard on other people's work.
• You run a clean ATS.
• You close your own loops.

Requirements

• Full-Cycle Recruiting: Five or more years recruiting technical roles end to end, including senior and principal level engineering hires in the US market.
• Written Craft: Demonstrable ability to write outreach, candidate communication and executive updates that are ready to send without revision.
• Sourcing Strategy: Fluency with LinkedIn Recruiter, multi-channel sequencing, and the judgment to know which channel earns its place in a flow.
• ATS Depth: Hands-on Greenhouse experience, including CRM campaigns, prospect pools, scorecards and reporting.
• Stakeholder Management: Comfort running intake, calibration and difficult conversations with executives and practice leaders.
• Data Literacy: Ability to read conversion and funnel data and turn it into a decision you can defend.

Benefits

• Stability. We've been in business for over 26 years.
• Work stays at work. We promote a healthy work/life balance to help ensure you have the time that you need. We encourage no more than a 40 hour work week.
• Great company culture. We’ve been recognized by Texas Monthly, Clutch, Comparably, and more for the quality of our workplace.
• We’re here to enable you. It’s your work and your career. Our management team is here to help you become who you want to be.
• Stay Healthy. We offer medical, dental, and vision coverage as well as wellness days.
• Plan for the future. Save for retirement with an IRA and we’ll match up to 3% every year.
• We value your ideas. At Praxent, our doors are always open.
• Rest and relaxation. Employees enjoy 15 days of PTO, 9 US holidays, 5 wellness days, and a closed office the last week of the year.
• Family Values. Praxent provides paid parental leave regardless of parenting type.