Senior Technical Recruiter

Crusoe Energy Systems; San Francisco (CA); On-site; USD 140,000 - 200,000; Full time

Benefits offered by this job

Health benefits

Paid time off

401(k) match

Mental wellness resources

Job summary

Crusoe Energy Systems is seeking a Senior Technical Recruiter II to join our technical recruiting team. You will own complex, high-bar technical hiring from job req activation through offer acceptance, operating as a true talent partner to senior leaders and managing searches with minimal oversight.

You will build recruiting strategies for each search, advise managers on market trends, and align hiring with business goals.

Qualifications

• 8+ years of full-cycle technical recruiting experience.
• Experience influencing senior leaders through data, insight, and judgment.
• Proven track record sourcing and closing senior, hard-to-fill talent, including leading complex compensation conversations.

Responsibilities

• Own complex, high-bar technical hiring from job req activation through offer accept.
• Build and execute recruiting strategy for each search, adjusting as the market signals.
• Provide expert advice to managers on role definitions, market trends, and candidate leveling.
• Collaborate with executive stakeholders to align hiring with business goals.
• Engage with passive and active talent to build future talent pools.
• Perform screenings that evaluate technical depth, product intuition, and leadership.
• Manage negotiation and closing strategies involving complex compensation and equity.
• Ensure precise data maintenance within the applicant tracking system.

Skills

Senior stakeholder management

Data-driven hiring

LinkedIn Recruiter

ATS data integrity

Interview process discipline

Open to ambiguity

8+ years full-cycle technical hiring

Negotiation and equity discussions

Technical depth assessment

Tools

LinkedIn Recruiter

Applicant Tracking System (ATS)

Job description

• We are looking for a Senior Technical Recruiter II to join the technical recruiting team at Crusoe!
• You will own complex, high-bar technical hiring from job req activation through offer accept, operate as a true talent partner to senior leaders, and bring the judgment to run searches with minimal oversight. This is a role for a recruiter who can manage senior stakeholders, raise the bar on quality, and close hard-to-get talent in a competitive market
• Own full-cycle recruiting from senior individual contributor through director-level roles
• Build and execute recruiting strategy for each search, then adjust it as the market gives you signal
• Provide expert advice to managers on role definitions, market trends, and candidate leveling
• Collaborate with executive stakeholders to align hiring with business goals
• Engage with passive and active talent to build future talent pools
• Perform screenings that evaluate technical depth, product intuition, and leadership
• Manage negotiation and closing strategies involving complex compensation and equity
• Ensure precise data maintenance within the applicant tracking system

Benefits

• Health & wellbeing: Comprehensive health benefits designed to support your overall wellness
• Time away: Paid time off for vacations, family bonding, and unexpected needs
• 401(k) match: Build your financial future with our 401(k) matching program
• Mental wellness: Resources and support for your emotional wellbeing and navigating life’s challenges

• Experience influencing senior leaders through data, insight, and judgment
• Power user of LinkedIn Recruiter and alternative sourcing channels; you do not rely on inbound applicants
• Highly process-oriented; you hold interviewers accountable to hiring playbooks and keep ATS data clean enough to trust
• Agility to context switch across technical domains and pick up unfamiliar areas quickly while carrying multiple reqs
• Comfort operating with ambiguity and evolving priorities in a fast-paced startup or high-growth environment
• 8+ years of full-cycle technical recruiting experience
• Proven track record sourcing and closing senior, hard-to-fill talent, including leading complex compensation conversations and converting candidates from cash-heavy roles into equity-based packages
• Strong verbal and written communication; you can hold your own with senior engineering leaders and represent Crusoe credibly to a passive candidate