Senior Recruiter

What We’re Looking For Are you a full-cycle recruiter who has experience sourcing and engaging top talent? Have you owned the process and walked candidates through interviews? As a Senior Recruiter you will partner with our teams cross-functionally to engage and hire talent across the organization. We are looking for someone who has excellent communication skills with internal clients and external customers. You’re highly responsive to candidates as well as Hiring Managers and you take ownership for your work and have fun while doing it. The ideal candidate is equally comfortable recruiting technical roles (Engineering, Product, Data) and go-to-market roles (Sales, Customer Success, Marketing). You know your way around modern applicant tracking systems, you’ve incorporated AI-powered tools into your sourcing workflows, and you can build pipelines of both active applicants and passive talent who weren’t looking until you reached out. What You’ll Do Source and hire across all teams : Run full-cycle recruiting with a focus on Engineering, Product, and GTM as business needs shift, owning every step from intake to offer accept. Partner with Hiring Managers : Collaborate closely with Hiring Managers to deeply understand role requirements, calibrate on talent, and identify the right candidates for each opening. Manage a high-volume requisition load : Carry 10–15 active job requisitions simultaneously without dropping quality, candidate experience, or velocity. Drive timely, thorough candidate screening : Ensure every candidate receives a consistent, well-scoped screen and timely communication at every stage of the funnel. Conduct independent sourcing : Source actively via LinkedIn Recruiter, social networks, job boards, referrals, events, and AI-augmented search tools to surface talent competitors miss. Build active and passive pipelines : Maintain a consistent, high-volume flow of qualified candidates by blending inbound funnel management with proactive outbound outreach to passive talent. Own the offer process end-to-end : Drive a seamless offer process—partnering with Compensation and Hiring Managers, extending offers, and closing candidates with confidence. Champion ATS hygiene and data integrity : Operate fluently in our applicant tracking system, keep records clean, and use pipeline data to inform decisions and report on funnel health. Develop leading-edge methods to attract diverse talent : Test new sourcing channels, outreach approaches, and AI-assisted workflows to expand the top of the funnel and reach underrepresented talent. What Would Make You a Strong Fit 5+ years of full-cycle, in-house or agency recruiting experience, including time spent recruiting both technical (Engineering / Product) and go-to-market (Sales / CS / Marketing) roles. Demonstrated success sourcing passive candidates via LinkedIn Recruiter, GitHub, and other channels—not just managing inbound applicants. Hands‑on experience using AI-powered sourcing, outreach, or screening tools (e.g., LinkedIn AI Recruiter, Gem, other AI-enabled tools) to augment search and personalize candidate engagement. Strong fluency with applicant tracking systems (Greenhouse, Ashby, or similar)—you understand how to configure workflows, pull reports, and keep the system as a source of truth. Ashby experience strongly preferred. Track record of managing 10–15 reqs simultaneously while maintaining a high-quality candidate experience and SLAs. Excellent written and verbal communication skills; able to influence Hiring Managers, calibrate quickly, and represent Sift compellingly to candidates. Strong ownership mentality—you take a req from kickoff to close and you measure yourself on outcomes (hires, time-to-fill, quality of hire), not activity. Bonus: Experience recruiting for high-growth SaaS or trust & safety / fraud / risk companies, exposure to compensation philosophy and leveling, or experience designing structured interview programs. Our Interview Process Introduction interview : 30 minutes with a recruiter to discuss your background, motivations, and the role. Hiring Manager interview : 60 minutes with the People Operations to dig into your full-cycle experience and approach to partnership, and skills. Virtual onsite loop : approximately 3 hours covering a sourcing exercise / role-play, a cross-functional partner interview with an Engineering or GTM Hiring Manager, an ATS and operations deep-dive, and a values & behaviors conversation. #J-18808-Ljbffr