OpsWerks
Your Role As a Senior Technology Recruiter , you will own the full-cycle recruitment and partner closely with engineering and people leaders to design and execute strategies that attract and hire exceptional technical talent. You will also play a key role in strengthening our Employer and Employee Brand, ensuring every candidate interaction reinforces our reputation as an employer of choice. Manage full-cycle recruiting across all technology roles, from sourcing and screening to offer negotiation and closing top talent. Leverage LinkedIn Recruiter and other sourcing channels to identify, engage, and build relationships with passive candidates. Devise and execute proactive pipeline and lead-generation initiatives (e.g., events, referrals, talent communities, social media, university outreach) to build sustainable talent pools. Own and contribute to Employer and Employee Branding efforts - including storytelling, talent market engagement, candidate experience improvements, and collaboration with Employee Experience and Marketing. Create, publish, and continuously optimize job postings through ATS and external platforms using performance insights and market data.. Design and maintain recruitment dashboards and reports (time-to-fill, funnel health, source effectiveness, diversity insights) to provide actionable intelligence to stakeholders. Analyze data and hiring trends to forecast needs, identify risks, and recommend improvements to hiring strategies and processes. Manage relationships with third-party agencies and headhunters for niche or hard-to-fill roles, including negotiation and performance tracking and cost optimization. Oversee and mentor contract or project-based recruiters by setting clear goals, tracking progress, and ensuring recruitment SLAs are met. Partner with engineering leaders as a trusted advisor - shaping hiring strategies, calibrating expectations, and ensuring a high-quality, seamless candidate experience. Collaborate with cross-functional teams to enhance the quality of the hiring process and deliver timely improvements. Support process improvements and automation initiatives, by integrating business intelligence tools and data visualization dashboards. Contribute to broader strategic talent acquisition programs that support organizational growth and workforce planning. Your Qualifications Experience: 5\+ years of recruiting experience in the tech industry, including at least 2\+ years recruiting for SRE, DevOps, Cloud or similar engineering and infrastructure roles. Full-Cycle Recruiting Expertise: Proven ability to source, engage, and close senior to principal-level technical talent using platforms such as LinkedIn Recruiter. Employer \& Employee Branding Exposure: Demonstrated experience contributing to employer branding initiatives, talent community building, candidate engagement campaigns, or improving candidate experience, with an understanding of how brand perception impacts hiring outcomes. Pipeline Strategy: Strong track record of designing and executing proactive sourcing and lead-generation programs. Stakeholder Management: Experience partnering with senior technical leaders and influencing hiring decisions. Agency Management: Experience managing external recruiting partners and mentoring contract recruiters. Technical Acumen: Working knowledge of modern engineering environments, including cloud platforms (AWS, Azure, GCP), infrastructure-as-code, containerization, and CI/CD concepts. Data \& Analytics: Strong ability to build, interpret, and communicate recruitment metrics to drive decisions. Systems Proficiency: Experience with modern ATS platforms (e.g., Homerun, Lever, Workday) for job postings and candidate workflow management. Communication \& Influence: Excellent communication skills with the ability to build trust across technical and non-technical stakeholders. Continuous Improvement Mindset: Demonstrated ability to identify process gaps and drive improvements in a fast-paced environment.
OpsWerks
