Recruiter

Evlo AI; Denver (CO); On-site; USD 90,000 - 140,000; Full time

Job summary

Evlo AI in Denver is seeking a recruiter to own full-cycle hiring for engineering and go-to-market teams. You will manage intake, sourcing, screening, scheduling, and close offers, building diverse pipelines in a fast-growing tech company.

You will partner with hiring managers to craft role specs, calibrate scorecards, run structured debriefs, and maintain a candidate experience with rapid feedback. Experience with ATS and technical hiring is required.

Qualifications

• 3–6 years of full-cycle recruiting experience, in-house or high-volume agency, with exposure to technical hiring.
• Advanced sourcing skills across LinkedIn Recruiter, GitHub, and other technical channels.
• Hands-on ATS experience and structured interview processes.
• Strong data fluency — reporting on funnel metrics and adjusting strategy.
• Excellent written communication and stakeholder management across distributed teams.
• Bachelor's degree in HR, Business, or related field, or equivalent practical experience.

Responsibilities

• Manage full-cycle requisitions end-to-end: intake, sourcing, screening, scheduling, offer negotiation, and close.
• Source passive candidates daily using LinkedIn Recruiter, GitHub, and Boolean/X-ray search across technical talent pools.
• Partner with hiring managers to write role specs, calibrate scorecards, and run structured debriefs.
• Own candidate experience across every touchpoint, keeping SLAs on communication and feedback under 48 hours.
• Track and report funnel metrics — time-to-fill, pipeline health, source mix, and offer-accept rates — in Greenhouse or Ashby.
• Contribute to employer brand through referral program engagement and candidate-facing content.

Skills

Full-cycle recruiting

Technical hiring

Sourcing

Interviewing

Stakeholder mgmt

Graduate hiring

Education

Bachelor's degree in HR or related field

Tools

Greenhouse

Ashby

Lever

Job description

About The Role

The role owns full-cycle recruiting for engineering and go-to-market teams at a growing technology company, driving searches from intake through offer close across technical and non-technical positions.

About The Role

The role owns full-cycle recruiting for engineering and go-to-market teams at a growing technology company, driving searches from intake through offer close across technical and non-technical positions. This role matters because hiring velocity directly shapes the company's trajectory — the recruiter will build diverse, high-quality pipelines and create a candidate experience that wins competitive offers in a tight talent market.

Key Responsibilities

• Manage full-cycle requisitions end-to-end: intake, sourcing, screening, scheduling, offer negotiation, and close


• Source passive candidates daily using LinkedIn Recruiter, GitHub, and Boolean/X-ray search across technical talent pools


• Partner with hiring managers to write role specs, calibrate scorecards, and run structured debriefs


• Own candidate experience across every touchpoint, keeping SLAs on communication and feedback under 48 hours


• Track and report funnel metrics — time-to-fill, pipeline health, source mix, and offer-accept rates — in Greenhouse or Ashby


• Contribute to employer brand through referral program engagement and candidate-facing content

What We Are Looking For

• 3-6 years of full-cycle recruiting experience, in-house or high-volume agency, with exposure to technical hiring


• Advanced sourcing skills across LinkedIn Recruiter, GitHub, and other technical channels


• Hands-on experience with an ATS (Greenhouse, Ashby, Lever, or similar) and structured interview processes


• Strong data fluency — comfortable reporting on funnel metrics and using them to adjust strategy


• Excellent written communication and stakeholder management across distributed teams


• Bachelor's degree in HR, Business, or a related field, or equivalent practical experience


• Bonus: experience hiring for cloud infrastructure, data engineering, or sales roles; familiarity with compensation benchmarking tools like Pave or Radford