Technical Recruiter

MAIN RESPONSIBILITIES: Manage full life-cycle recruiting from initial intake through offer for a variety of technical positions. Partner closely with hiring leaders to define position requirements, develop candidate profiles, establish interview processes, and support candidate evaluation and selection. Translate complex technical hiring needs into targeted recruiting and sourcing strategies. Proactively identify, source, and engage candidates for specialized and hard-to-fill technical searches. Serve as a consultative recruiting partner by providing market insights, recommending solutions, and appropriately challenging or refining hiring strategies when needed. Support hiring across both established teams and newer or growing business units, helping stakeholders navigate recruiting processes and best practices. Maintain accurate ATS records, candidate documentation, reporting, and timely stage movement throughout the recruiting lifecycle. MUST HAVES5–8+ years of recruiting experience with a strong focus on technical talent acquisition. Proven experience independently managing full life-cycle recruiting, preferably within a corporate or similarly structured environment. Experience recruiting across multiple technical disciplines, which may include software engineering, infrastructure, cloud, cybersecurity, DevOps, quality engineering, hardware/device engineering, and product. Demonstrated success recruiting for specialized and senior-level technical positions, including individual contributor and leadership searches. Ability to understand complex technical requirements, ask effective intake questions, and translate business needs into focused sourcing strategies. Experience managing a varied workload of approximately 8–15 active requisitions simultaneously, depending on search complexity. Strong direct sourcing capabilities using LinkedIn Recruiter, Boolean search techniques, ATS platforms, and other sourcing channels. Strong attention to recruiting operations and data accuracy, including ATS documentation, candidate stage management, reporting, and working within a metrics-driven environment. Ability to work independently while maintaining proactive communication and strong partnerships with hiring managers. Ability to work onsite in the Northern Virginia area at least 2 days per week, with flexibility for additional onsite days as business needs arise.