Senior Technical Recruiter

Praxent; Colombia; Remote; COP 286,451,000 - 381,934,000; Full time

Job summary

Praxent in the United States is seeking a Senior Recruiter to own our hardest US technical requisitions and set the standard for how we reach the market. This remote role requires a portfolio of roles, strong outreach writing, and data-driven decision making to hit aggressive time-to-hire targets.

You'll craft sequences, use AI-native sourcing tools, coach interviewers, and partner with VPs and practice leads. This is a craft role without direct reports, focused on impact and quality.

Job description

Why Praxent?

We get it. You have options. Let us tell you why we're different. Our work is changing the world of financial services. Everyday, clients arrive with big ideas for their industry. They're experts in their field with the vision and resources you need to change everything. All that's left is the right team to bring that vision to life. If you're a fast learner and you love working on a wide variety of projects, you're going to like it here. We help our clients modernize, rather than rebuild, outdated customer-facing software applications. Our clients see a return within weeks instead of months and that's why they choose us.

At Praxent, we let you do your work your way. We're a team of 200+ located throughout the United States and Central/South America. Our role is to encourage you, support you, and give you the freedom you need to thrive. Whether you're working at home, in a coffee shop, or heck, even on your travels, we're here to create an environment that lets you live your best life. On your terms.

We trust our people to be their best. It's a level of autonomy and respect that's helped us grow a diverse and brilliant team of experts. Experts who also happen to be some of the best colleagues you've ever worked alongside.

This role has been categorized as a Remote position. "Remote" employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice which must be identified to the Company. Employees may live in the following locations: Texas, Colorado, Florida, Georgia, Massachusetts, Maryland, Minnesota, New York, New Jersey, North Carolina, Nebraska, Oregon, Pennsylvania, Tennessee, South Carolina, Washington.

Applicants for this position must be currently and legally authorized to work in the United States without the need for current or future sponsorship.

Praxent will not offer immigration sponsorship or assume sponsorship of an employment visa for this position. International relocation or remote work arrangements outside of the U.S. will not be considered.

What You'll Do

We're hiring a Senior Recruiter to own our hardest US technical requisitions and to set the standard for how this team reaches the market. The roles are forward deployed and applied AI engineers, technical directors, and delivery leaders, hired for aour practices that are growing fast on the back of our Anthropic and Microsoft partnerships. You'll carry a full portfolio against a 35-day time-to-hire, and you'll write the outreach that gets those candidates to answer. This is a craft role rather than a management one. You won't have direct reports. You'll own the written quality of what leaves this team, which is the part of recruiting that gets skipped when everyone is busy and the part that decides whether a senior engineer replies.

Here's how you'll do it:

• Fill the Roles: Own a full portfolio of US senior technical requisitions from hiring manager intake through offer, holding time-to-hire under 35 days without trading away the quality of the slate.
• Own the Outreach: Write every sequence this team sends and build the campaigns in Greenhouse. Choose the channels from what our own hiring data shows has converted, and be able to defend the order you picked.
• Raise the Bar: Review the team's candidate and stakeholder communication before it goes out, and hold a standard on it without souring the relationship. Coach our interviewers so scorecards come back complete and decisions rest on evidence.
• Partner with Hiring Managers: Run intake and calibration with our VPs and practice leads. When a decision is yours, make it and tell them what you did.
• Use AI-Native Tooling: Put AI to work in sourcing, screening and drafting, and verify every word before it reaches a candidate. We expect you to move efficiently with these tools and to stand behind what they produce.

We'd Love to Hear From You If

You write outreach that senior people answer. A draft you hand to a VP goes out without anyone editing it first, and you know the difference between a message that sounds polished and one that earns a reply.

You bring data before anyone asks for it. When you recommend a change to a sequence or a channel, you have already looked at what converted on the last three roles, and you change your position when the numbers say to.

You've hired senior technical talent in a competitive market. You are credible on engineering, agentic and forward deployed roles, you can hold your own with a VP of Engineering, and you say so plainly when you don't know something.

You hold a standard on other people's work. You can tell a colleague their draft isn't ready, explain why in a way they can use, and still have a good working relationship the next morning.

You run a clean ATS. Greenhouse hygiene, campaign structure, prospect pools and reporting are part of the craft for you rather than administration you'll get to later.

You close your own loops. You raise a blocker the day it appears w