Lead Technical Recruiter - Washington DC / Philadelphia / Wilmington / Chicago / New York

Lead Technical Recruiter

The Lead Technical Recruiter is responsible for sourcing, attracting, and hiring top technical talent to support Corporate Functions with a strong emphasis on Digital Technology roles in management and non-agreement. As a key member of the Amtrak Talent Acquisition team, this recruiter partners closely with hiring managers across the Digital Technology organization and collaborates with HR Business Partners to understand workforce needs and deliver high-quality recruiting solutions.

This role involves developing and executing targeted sourcing strategies for a wide range of technical positions—from early‑career to executive‑level roles. The Technical Recruiter will conduct market and talent pool analyses, advise hiring managers on recruitment best practices, streamline and influence end‑to‑end hiring processes, and monitor pipeline quality, candidate experience, and cycle time throughout the recruitment lifecycle. Additional recruiting initiatives and special projects may be assigned as organizational needs evolve.

A Lead Technical Recruiter drives hiring strategy, oversees the end‑to‑end recruitment lifecycle for technical roles, and ensures alignment between talent needs and business goals. Their role blends strategic workforce planning, candidate sourcing expertise, stakeholder management, analytics, and team leadership.

Manage all phases of recruiting for complex technical roles (e.g., software engineering, cybersecurity, cloud, data science, enterprise architecture). Conduct in‑depth technical screens or coordinate qualified technical interviews. Guide hiring teams on interview best practices, competency‑based assessments, and bias mitigation. Deliver an outstanding candidate experience from first contact through onboarding. Serve as a trusted advisor to technical leaders and HR partners. Facilitate intake sessions and job calibration meetings. Develop and execute effective sourcing strategies Screen and evaluate candidates for technical competencies, experience, and cultural fit through resume review, phone screens and structured interview processes Drive alignment, challenge assumptions, and provide data‑backed recommendations. Mediate candidate debriefs and ensure consistent decision‑making. Improve recruiting workflows, SLAs, and hiring velocity. Drive recruitment outcomes by managing assigned requisitions to meet or exceed established performance metrics including time-to-fill, monthly hires, quality of hire, and candidate and hiring manager satisfaction Maintain data quality and compliance in ATS/CRM platforms. Standardize interview structures, scorecards, and selection criteria. Develop competitive, compliant offers; effectively manage the end-to-end competitive offer process, including candidate positioning and engagement through the recruitment lifecycle, to successfully secure talent while maintaining negotiation posture, fiscal responsibility and internal equity, particularly in high‑demand technical markets. Partner with compensation teams to align offers with internal equity and market data. Provide guidance to candidates on role expectations, career growth, and culture

Bachelor's degree or equivalent combination of training, education and relevant experience may be considered in lieu of a degree 6+ years of full-cycle recruiting with 4+ years focused on technical roles in high-growth or enterprise environments. Demonstrated success filling senior and niche technical roles (e.g., Staff/Principal Engineers, Cloud/SRE, Security, Data/AI, Architecture). Expertise with ATS/CRM systems Strong command of structured interviews, competency modeling, and bias mitigation. Data fluency: ability to build and interpret recruiting dashboards, forecast pipelines, and advise leaders using evidence. Exceptional stakeholder management, negotiation, and closing skills.

The salary/hourly range is $94,300.00 – $122,256.00. Pay is based on several factors including but not limited to education, work experience, certifications, etc. Depending on an employee's assigned worksite or location, Amtrak may consider a geo-pay differential to be applied to the employee's base salary. Amtrak may offer additional incentive and pay programs to recognize and reward our employees, including a short-term incentive bonus based upon factors such as individual and company performance that is commensurate with the level of the position.