Senior Technical Recruiter

Job Description

Senior Technical Recruiter

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Continuum · Chicago (West Loop) · Hybrid (2 days/week onsite)

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Reports to: VP of People Operations

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Works closely with: CEO, VP of Solutions Engineering and Delivery, VP of Engineering, Director of Implementation

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Required: If you're interested in this role, please complete the Culture Index assessment here:

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About Continuum \n

Continuum is disrupting an untapped, winner-take-all, $22B+ market of B2B reverse logistics. We are the first and only network-deployed platform that solves complex multi-party returns, warranties, and repairs across supply chains. Our mission: if a product moves up the supply chain in B2B distribution or manufacturing, we own it.

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The role \n

We're growing at lightening speed, and the people we hire next decide how fast we build. We need a recruiter who can find, assess, and close technical talent that most companies never get in front of. These are highly specialized technical roles, spanning individual contributors through Director and VP-level leadership.

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You'll own technical hiring end to end. You'll partner with our CEO, Vice President of Sales, Vice President of Engineering, and Vice President of Solutions Engineering and Delivery to define what great looks like for each role, then go find those people. The best candidates usually aren't applying but you convince them to.

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You're a partner to hiring managers, not an order taker. If a role is scoped wrong, the bar is in the wrong place, or the offer won't land the candidate we want, you tell us early and come with a recommendation.

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You'll work hand in hand with our VP of People Operations. Headcount plans, comp bands, offers, and onboarding all run through the two of you, and the plan has to match what's actually happening in the market.

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We're optimizing for growth, and we're doing it lean. AI is a big part of how we stay efficient, and recruiting should run the same way.

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Who you are \n

•     Technically fluent. You can hold a real conversation with an engineer about their stack, their architecture decisions, and why they'd leave. You know why a platform engineer and an integrations engineer are different hires.

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•     A hunter. Your best hires came from outbound, referrals, and networks you built, not the inbound pile.

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•     A closer. You know what a candidate needs to say yes before the offer goes out. Surprises at the offer stage are rare for you.

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•     Direct. You push back on hiring managers when the bar, the scope, or the speed is wrong.

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•     Sleeves rolled up. You source, screen, and close yourself. You don't need a coordinator for every step. AI handles the grunt work so you move fast.

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•     Systems over heroics. If a hire only happens because someone chased it all weekend, the process is broken and you fix it.

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•     A great ambassador. Every candidate, hired or not, walks away thinking well of Continuum.

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What you'll own \n

•     Technical hiring, end to end. Highly specialized technical roles across engineering, platform, integrations, data, product, and technical customer-facing teams. Individual contributors through Director and VP-level leadership. From intake to signed offer.

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•     Pipeline before the req opens. Talent maps, outbound, referrals, and communities, so we are not starting from zero every time a role opens.

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•     Hiring manager partnership. Intake, scorecards, calibration, and debriefs that end in a decision.

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•     The interview process. Structured, consistent, and fast. Technical assessments that predict how someone will actually perform. Interviewers who are trained and calibrated.

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•     Offers and closing. Comp, equity, and offer strategy built with People Ops. You own the close.

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•     Candidate experience. Fast feedback, clear communication, and a process that sells the company as well as it evaluates the candidate.

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•     Recruiting data. Time to hire, pass-through rates, source of hire, offer acceptance, and quality of hire. You know where the funnel leaks and you fix it.

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•     The recruiting stack. ATS, sourcing tools, and AI-assisted workflows, all working cleanly with Rippling, our HRIS, so offers flow straight into onboarding. Automate as much of it as you can.

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•     Our story to technical talent. Why reverse logistics across supply chains is a hard, interesting problem, and why this is the team to solve it.

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Requirements and skills \n

Track record \n

•    5+ years of technical recruiting, with meaningful time in-house at a B2B software company growing quickly, ideally somewhere between Series A and Series C.

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•    You've hired for highly specialized technical roles at every level, from individual contributors through Director and VP-level leaders.

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•    You've built recruiting processes from a blank sheet. Intake, scorecards, structured interviews, and reporting.

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•    A large share of your hires came from your own sourcing.

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•    You can run an executive search. You know how to source, assess, and close senior technical leaders who are not looking.

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•    You've closed competitive offers, including the equity conversation.

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•    You're fluent in a modern ATS (Rippling, or similar) and sourcing tools.

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•     Bonus: Hiring for integrations, ERP, data, or supply chain software. A network in the Chicago tech market. Experience with Rippling. Real experience using AI in your recruiting workflow.

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How you work \n

•    Your process is fast. Candidates hear back in days, not weeks.

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•    When a hiring manager asks who to hire, you give them an answer. Options are fine. A recommendation is better.

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•    You initiate. You spot gaps in the hiring plan before they become urgent and start filling them without being asked.

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•    You are comfortable with ambiguity and shifting priorities, and you make decisions without complete information.

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•    The processes you build are still working six months later.

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Why join Continuum?\n

•     Build the team that builds the platform. Every engineer you bring in shapes the product, the culture, and how fast we grow.

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•     Shape the company, not just the role. Continuum is creating a category that doesn't exist yet. You'll help decide who gets to build it.

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•     You'll work alongside experienced operators. This is a team of people who have built and scaled before. You'll be sharpened by peers who challenge you, not the only operator in the room.

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•     A genuine moat. No single manufacturer, distributor, or point tool can replicate a network-deployed platform.

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Compensation and benefits \n

•     Base salary: $95,000 – $110,000.

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•     Annual bonus: Paid on top of base salary.

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•     Benefits: A comprehensive benefits plan, including health insurance and unlimited PTO.

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This range reflects our good-faith estimate of the base salary for this role. Where an offer lands within it depends on experience, skills, and scope. We have flexibility for the right candidate: if your background fits a more senior level, we'll talk with you about that level and its pay range.