Senior Tech Recruiter

SonarSource; San Mateo (CA); Hybrid; USD 120,000 - 160,000; Full time

Benefits offered by this job

401K Plan

Health insurance

Life and disability insurance

Time Off 25 PTO + seniority-based days

Job summary

SonarSource is seeking a Senior Recruiter based in San Mateo to own full-cycle recruitment across technical, GTM, and G&A roles, including post-acquisition integration for the Gitar team. You will partner with global leaders to identify, attract, and close exceptional talent and play a pivotal role in scaling our Bay Area office.

You will hunt proactively, build pipelines from scratch, and shape hiring strategy with executives.

Qualifications

• Must have experience handling end-to-end recruitment across technical, GTM and G&A roles.
• Experience in fast-paced, high-growth environments, preferably with M&A integration or newly acquired teams.
• Experience working with global stakeholders across regions and time zones.

Responsibilities

• Own full-cycle recruitment—from intake to close—for technical and GTM roles.
• Partner with engineering and sales leaders to align hiring with business priorities.
• Lead technical hiring for acquired teams and collaborate with leadership to define role scope and standards.
• Proactively source and build robust candidate pipelines across disciplines and regions.
• Sell Sonar’s mission and opportunities to passive candidates and close top talent.
• Manage a high volume of concurrent searches while maintaining candidate experience and quality of hire.

Skills

Full-cycle recruitment

Sourcing

Stakeholder management

Hiring strategy

Job description

• Sonar is looking for a Senior Recruiter based in San Mateo to lead full-cycle recruitment across both technical, GTM and G&A roles.
• This role will help integrate and scale the Gitar team following our acquisition, and will be our first recruiter in our Bay Area office
• You’ll partner closely with hiring managers and senior stakeholders across the globe (including our CRO based in London; CEO & Founder of Gitar in San Mateo, CEO and CHRO in ATX) to identify, attract, and close exceptional talent spanning all our divisions across tech and non-tech
• We’re in high-growth mode, and the roles you recruit for today may not be the roles you’re recruiting for six months from now.
• As our go-to recruiter for the West Coast, we need someone with the range and experience to flex with the business—stepping into whatever hiring priorities emerge, whether that’s engineering, GTM, or something in between.
• We’d love someone with true generalist depth across technical and non-technical roles, but what matters most is recruiting excellence: we’re looking for a strong talent partner, not an administrator.
• You should be someone hiring managers and executives trust to shape hiring strategy, not just execute against a job spec.
• This is a high-ownership role for someone who wants to be deep in the weeds—sourcing, pitching, and closing—while also thinking like an owner about how the function should scale
• Own full-cycle recruitment—from intake to close—for both technical and GTM roles supporting the Gitar integration and our sales organization
• Partner directly with engineering and sales leaders to build hiring strategies aligned to business priorities
• Lead technical hiring for the newly acquired Gitar team, working closely with engineering managers to define role scope, calibrate technical bars, and integrate new hires smoothly
• Work with our GTM Recruiting Manager to build out our AI-native GTM organization, partnering with sales leadership to identify and close top sales, sales engineering, and customer-facing talent
• Act as a hands‑on hunter: proactively source and build robust talent pipelines across both technical and commercial functions, rather than relying solely on inbound applications
• Sell Sonar’s mission and opportunity to passive candidates, acting as a trusted advisor and closer throughout the hiring process
• Manage a high volume of concurrent searches across multiple functions and levels while maintaining a high bar for candidate experience and quality of hire
• Identify opportunities to improve or automate recruiting workflows, from sourcing outreach to interview scheduling, so the function scales efficiently as hiring volume grows

Benefits

• 401K Plan: Sonar US matches up to 4% of gross salary
• 90% healthcare premium coverage for employees, 60% for dependents
• Life and disability insurances fully paid by Sonar. Sonar covers 100% of Telemedicine for FTE whom are covered by Sonar medical
• EAP (Employee Assistance Program) Health Savings Accounts (HSA, FSA, DCFSA). Supplemental coverage is offered by EE’s expense
• Pet Insurance
• Hospital Indemnity, Accident, Critical Illness
• Time Off: 25 PTO days plus additional days based on seniority and circumstances
• Commuting: Public transport reimbursement of 60% for annual subscription
• Free parking space
• Pension: Sonar UK contributes 50% of the total costs, which amounts to 5% of your gross salary for saving. Employees contribute the other 5%
• Flexibility to work from home 2 days a week on Wednesdays and Fridays
• Time Off: 28 PTO days, plus additional days based on seniority and circumstances
• Health Insurance: Sonar covers 100% of the employee premiums for medical, dental, and EAP (Employee Assistance Program) plans through BUPA
• Commuting: we will reimburse 60% towards the cost of an annual public transport pass

Have significant experience as a full-cycle recruiter, with a proven track record recruiting for technical/engineering rolesHave experience recruiting in fast-paced, high-growth environments, ideally including experience supporting M&A integration or newly acquired teamsHave proven experience working with global companies and stakeholders across different regions and time zonesOperate with an owner-operator mindset: self-directed, resourceful, and comfortable driving results with minimal oversightCommunicate with exceptional clarity, both written and verbal, across all levels of an organization and across technical and business audiencesHave a strong, proactive sourcing background and the instincts of a hunter—comfortable building pipeline from scratch across disciplinesHave prior experience recruiting in the AI, dev tools, or enterprise software space (preferred, not required)Demonstrate exceptional stakeholder management skills, with the ability to build trust and influence senior leaders, including executivesBring deep knowledge of the Bay Area and US talent market to advise stakeholders on compensation benchmarks, market trends, and competitive positioning for both engineering and GTM talentHave strong recruiting operations instincts—comfortable owning ATS data integrity, pipeline reporting, and process documentation without needing a dedicated ops function to lean onBring strong “selling” skills—able to pitch opportunities compellingly and close passive candidates in competitive marketsBe comfortable managing a high volume of open roles simultaneously across functions without sacrificing quality or candidate experience