Senior Technical Sourcer, Recruiting

Senior Technical Recruiter Continuum · Chicago (West Loop) · Hybrid (2 days/week onsite)
Reports to: VP of People Operations
CEO, VP of Solutions Engineering and Delivery, VP of Engineering, Director of Implementation
About Continuum 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.

The role We're growing at lightening speed, and the people we hire next decide how fast we build. You'll own technical hiring end to end. You're a partner to hiring managers, not an order taker. You'll work hand in hand with our VP of People Operations. AI is a big part of how we stay efficient, and recruiting should run the same way.

You know why a platform engineer and an integrations engineer are different hires.

• Your best hires came from outbound, referrals, and networks you built, not the inbound pile.
• You push back on hiring managers when the bar, the scope, or the speed is wrong.
• If a hire only happens because someone chased it all weekend, the process is broken and you fix it.
• Every candidate, hired or not, walks away thinking well of Continuum.

What you'll own • Technical hiring, end to end. Highly specialized technical roles across engineering, platform, integrations, data, product, and technical customer-facing teams. Pipeline before the req opens. Talent maps, outbound, referrals, and communities, so we are not starting from zero every time a role opens.

• Hiring manager partnership. Structured, consistent, and fast. Comp, equity, and offer strategy built with People Ops. Recruiting data. Time to hire, pass-through rates, source of hire, offer acceptance, and quality of hire. The recruiting stack. ATS, sourcing tools, and AI-assisted workflows, all working cleanly with Rippling, our HRIS, so offers flow straight into onboarding. Track record • 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.
• You've hired for highly specialized technical roles at every level, from individual contributors through Director and VP-level leaders.
• You've built recruiting processes from a blank sheet. Intake, scorecards, structured interviews, and reporting.
• A large share of your hires came from your own sourcing.
• You've closed competitive offers, including the equity conversation.
• You're fluent in a modern ATS (Rippling, or similar) and sourcing tools.
• Bonus: Hiring for integrations, ERP, data, or supply chain software. A network in the Chicago tech market. Real experience using AI in your recruiting workflow.

When a hiring manager asks who to hire, you give them an answer. You spot gaps in the hiring plan before they become urgent and start filling them without being asked.

• You are comfortable with ambiguity and shifting priorities, and you make decisions without complete information.
• Build the team that builds the platform. You'll help decide who gets to build it.
• No single manufacturer, distributor, or point tool can replicate a network-deployed platform.

Annual bonus: A comprehensive benefits plan, including health insurance and unlimited PTO.