Manager, Technical Recruiting

Job Description

Job Description

CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at

The Talent Acquisition team at CoreWeave is responsible for building the technical organizations that power our AI cloud—spanning Product Engineering, Infrastructure, AI Infra, IaaS, Common Services, Fleet, and more. We run a pod-based model where recruiters, sourcers, and coordinators are tightly aligned to engineering leaders to deliver high-bar technical talent at scale.

The Manager, Technical Recruiting, is a strategic, hands-on leader responsible for scaling CoreWeave's engineering organization. They will lead multiple engineering recruiting pods or a large, complex pod, partnering directly with senior technology leaders and TA leadership to design and execute hiring strategies across multiple functions and levels. This role is ideal for a seasoned technical recruiting leader who thrives in high-growth environments, leads with both data and heart, and knows how to build teams and processes that deliver outstanding results.

As a Manager, Technical Recruiting, you will build and lead a high-performing team of technical recruiters that supports key engineering organizations at CoreWeave (for example: Product Engineering, Infrastructure Engineering, AI Infra, IaaS, or Common Services). You will own full-funnel recruiting performance for your pod(s)—from intake to offer—while also personally leading senior or hard-to-fill searches as needed.

• Own and evolve engineering hiring strategies for your pod(s) across multiple teams and levels, aligning plans to headcount forecasts, product roadmaps, and org design in partnership with Engineering, Product, and People leadership.
• Lead, coach, and develop a team of technical recruiters (and, where applicable, sourcers and coordinators), creating a collaborative, metrics-driven culture centered on excellence, learning, and high accountability.
• Serve as a strategic advisor to senior engineering leaders: calibrate roles and levels using CoreWeave's job architecture and leveling framework, prioritize requisitions, and drive data-informed hiring decisions and tradeoffs.
• Own end-to-end recruiting performance for your pod(s): pipeline health, time-to-fill and time-to-hire, pass-through rates, quality of hire signals, offer acceptance rates, candidate experience, and diversity outcomes.
• Personally lead full-cycle recruiting for senior and niche technical roles (e.g., Staff+ engineers, EMs, Directors), including market mapping, sourcing, assessment design, and closing strategies.
• Champion a world-class candidate experience—ensuring clear communication, timely feedback, and thoughtful closing—from first touch through offer acceptance and handoff to onboarding.
• Leverage data and analytics (from Greenhouse, Lattice-aligned levels, and internal TA dashboards) to improve pipeline conversion, recruiter capacity planning, time-to-fill, sourcing channel performance, and quality of hire.
• Partner with TA Operations, Total Rewards, and People to structure competitive and equitable offers, using the TA Offer Tool and corporate bands for recruiting roles, and escalating exceptions through the established approvals process where needed.
• Optimize tools, workflows, and interview frameworks—ensuring structured, consistent, and scalable processes for intake, interview design, debriefs, decision-making, and hiring manager enablement.
• Collaborate with TA, People, and DEI partners to build inclusive hiring processes and diverse talent pipelines across engineering, including proactive mapping and outbound strategies for critical domains such as GPU/AI infra, cloud platforms, and distributed systems.
• Communicate hiring trends, pipeline health, key metrics, and strategy updates to senior stakeholders, surfacing risks and tradeoffs early and proposing clear mitigation plans.
• Operate as a "player-coach": model best-in-class recruiting behaviors in your own searches while building capability across your team in sourcing, stakeholder management, closing, and use of data.

• 7+ years of full-cycle recruiting experience with a strong focus on technical / engineering roles in high-growth or complex technology environments (e.g., cloud, infrastructure, AI/ML, distributed systems).
• 2–4+ years of experience leading and developing recruiters and/or sourcers, including performance management, coaching, and building a high-accountability, high-support culture.
• Demonstrated success managing recruiting across multiple engineering teams or business units simultaneously, with clear ownership of hiring targets, pipeline health, and stakeholder satisfaction.
• Deep understanding of technical recruiting fundamentals: outbound sourcing strategies, technical assessment design, pass-through rate management, and offer / close tactics for highly competitive engineering talent markets.
• Proven ability to partner with and influence senior engineering leaders, including pushing back thoughtfully, advising on leveling and job architecture, and aligning hiring decisions to business objectives and capacity constraints.
• Experience building and optimizing recruiting processes at scale, ideally in a pod-based or embedded recruiting model aligned to engineering domains.
• Comfortable working with data and tooling: experienced using Greenhouse, ATS/CRM data, Lattice-aligned levels, and TA dashboards to run your business, tell a clear story with metrics, and make continuous improvements.
• Expertise with modern recruiting and sourcing tools (e.g., LinkedIn Recruiter, Gem or similar CRM, Greenhouse ATS) and collaboration platforms used at CoreWeave (e.g., Slack, Google Workspace, Zoom, Lattice).
• Strong negotiation and closing skills in competitive markets, with a track record of securing senior technical talent against strong alternatives.
• Proven ability to thrive in a fast-paced, ambiguous, hyper-growth environment—balancing strategic planning with hands-on execution and a strong bias for action.
• Excellent written and verbal communication skills, with a track record of building trust across Talent Acquisition, People, and senior business stakeholders.

• Experience leading recruiting teams focused on deeply technical domains such as infrastructure engineering, GPU/AI infrastructure, HPC, security engineering, or similar high-bar engineering organizations.
• Prior experience operating in a pod-based or embedded recruiting model aligned by product / engineering domain, and/or supporting multiple global locations.
• Familiarity with job architecture, leveling frameworks, and promotion criteria, and how these intersect with recruiting, performance, and compensation decisions in a scaling company.
• Experience designing and running interviewer training, debrief best practices, and structured interviewing programs for engineering leaders.
• Background in high-growth or hyperscaler-like environments where hiring velocity, quality of hire, diversity, and operational rigor are all critical.

We believe in investing in our people, and value candidates who can bring their own diversified experiences to our teams – even if you aren't a 100% skill or experience match. Here are a few qualities we've found compatible with our team. If some of this describes you, we'd love to talk.

• You love coaching recruiters and seeing their skills, confidence, and impact grow over time—and you're energized by building a high-performing, high-trust team.
• You're curious about how engineering leaders think about roadmap, org design, and team health, and you enjoy being their strategic thought partner on talent and hiring strategy.
• You're an expert at turning ambiguous or shifting hiring goals into clear plans, metrics, and repeatable processes that scale across multiple pods or orgs.
• You care deeply about candidate experience and employer brand, and you're excited to help shape the story of CoreWeave's engineering organization in the AI infrastructure space.

At CoreWeave, we work hard, have fun, and move fast! We're in an exciting stage of hyper-growth that you will not want to miss out on. We're not afraid of a little chaos, and we're constantly learning. Our team cares deeply about how we build our product and how we work together, which is represented through our core values:

• Be Curious at Your Core
• Act Like an Owner
• Empower Employees
• Deliver Best-in-Class Client Experiences
• Achieve More Together

We support and encourage an entrepreneurial outlook and independent thinking. We foster an environment that encourages collaboration and enables the development of innovative solutions to complex problems. As we get set for takeoff, the organization's growth opportunities are constantly expanding. You will be surrounded by some of the best talent in the industry, who will want to learn from you, too. Come join us!

The base salary range for this role is $135,000 to $198,000. The starting salary will be determined by job-related knowledge, skills, experience, and the market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).

What We Offer

The range we've posted represents the typical compensation range for this role. To determine actual compensation, we review the market rate for each candidate which can include a variety of factors. These include qualifications, experience, interview performance, and location.

In addition to a competitive salary, we offer a variety of benefits to support your needs, including:

• Medical, dental, and vision insurance - 100% paid for by CoreWeave
• Company-paid Life Insurance
• Voluntary supplemental life insurance
• Short and long-term disability insurance
• Flexible Spending Account
• Health Savings Account
• Tuition Reimbursement
• Ability to Participate in Employee Stock Purchase Program (ESPP)
• Mental Wellness Benefits through Spring Health
• Family-Forming support provided by Carrot
• Paid Parental Leave
• Flexible, full-service childcare support with Kinside
• 401(k) with a generous employer match
• Flexible PTO
• Catered lunch each day in our office and data center locations
• A casual work environment
• A work culture focused on innovative disruption

Our Workplace

While we prioritize a hybrid work environment, remote work may be considered for candidates located more than 30 miles from an office, based on role requirements for specialized skill sets. New hires will be invited to attend onboarding at one of our hubs within their first month. Teams also gather quarterly to support collaboration.

California Consumer Privacy Act - California applicants only

CoreWeave is an equal opportunity employer, committed to fostering an inclusive and supportive workplace. All qualified applicants and candidates will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

As part of this commitment and consistent with the Americans with Disabilities Act (ADA) , CoreWeave will ensure that qualified applicants and candidates with disabilities are provided reasonable accommodations for the hiring process, unless such accommodation would cause an undue hardship. If reasonable accommodation is needed, please contact: View email address on ziprecruiter.com.

Export Control Compliance

This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must either be (A) a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful permanent resident (green card holder), (iii) refugee under 8 U.S.C. § 1157, or (iv) asylee under 8 U.S.C. § 1158, (B) eligible to access the export controlled information without a required export authorization, or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency. CoreWeave may, for legitimate business reasons, decline to pursue any export licensing process.