Senior Technical Recruiter

Apollo.io; San Francisco (CA); Remote; USD 120,000 - 180,000; Full time

Benefits offered by this job

Remote & on-site

Flexible time off

Competitive pay

Office stipend

Global healthcare coverage

Mental health support

Job summary

Apollo.io is hiring a Senior Technical Recruiter to own high-priority R&D hiring across Engineering, Data Science, and Security. You’ll own full-cycle searches, design multi-channel sourcing, and partner with engineering leaders to optimize hiring at Apollo.

You will adapt strategies based on market signals, run intakes with success metrics, and act as a trusted advisor on role scope and market reality. Remote-friendly, fast-paced environment with strong impact.

Qualifications

• Hands-on AI fluency with workflows and outcomes.
• Deep technical credibility to source/assess without scripts.
• 5+ years in full-cycle technical recruiting, preferably SaaS/AI.
• Record of hiring Senior/Staff Engineers in competitive markets (SF Bay Area).
• Familiarity with Claude, ChatGPT, or other LLMs.

Responsibilities

• Own full-cycle hiring for senior and specialized R&D roles from intake to offer.
• Build multi-channel sourcing strategies beyond LinkedIn (Juicebox, Claude, referrals).
• Adapt approach based on market signals and funnel data.
• Calibrate pipelines with hiring managers early for fast starts.
• Advise Engineering and Data leaders on role scope and market reality.
• Lead intakes: success profiles, scorecards, interview plans.

Skills

AI fluency

Technical recruiting

5+ years full-cycle recruiting

Senior/Staff engineers hiring

LLMs familiarity

Sourcing chops

Data-driven hiring

US & Canada recruiting

High pace environment

Hiring sprint experience

Job description

• We’re hiring a Senior Technical Recruiter to own hiring for complex, high-priority roles across Apollo’s R&D org: Engineering, Data Science, and Security. You’ll report to our Manager of Talent Acquisition and partner directly with engineering leaders
• This isn’t a req-execution seat. You’ll deliver strong results on your own searches and improve how hiring works around you: running hiring sprints, sharpening sourcing strategy, and building AI workflows the rest of the team picks up. You bring a playbook, adapt it to Apollo, and make it better
• Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offer
• Build intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companies
• Adapt your approach in real time based on market signals and funnel data, not just volume
• Calibrate pipelines with hiring managers early so the first slate lands
• Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality
• Run sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing starts
• Push back with data when expectations and the market don’t match, and handle tough conversations independently
• Pitch Apollo’s mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talent
• Treat recruiting like sales: understand motivations, manage expectations, and close
• Keep every candidate informed and respected, hire or no hire
• Own clean pipeline data in Greenhouse and Gem
• Diagnose conversion and velocity patterns across your vertical and turn them into recommendations
• Use data as the foundation for stakeholder conversations, not an afterthought
• Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting
• Measure their impact on speed and quality, then share what works with the team
• Critically evaluate AI outputs; you know when to trust the tool and when to override it
• Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoff
• Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts
• Lead team-level initiatives: hiring sprints, process improvements, pipeline strategies
• Drive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAs
• Spot what’s broken in your corner of the hiring system and fix it

Requirements

• Hands-on AI fluency: you can walk us through specific workflows you’ve built and the results they drove
• Deep technical credibility: you understand engineering roles and levels well enough to source and assess without a script
• 5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
• A track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
• Strong familiarity with Claude, ChatGPT, or other LLMs
• Strong independent sourcing chops and a bias toward top-of-funnel ownership
• Proven ability to influence hiring managers with data and market insight
• High ownership, comfortable with ambiguity and extreme pace
• Experience recruiting in both US and Canadian markets
• Background thriving in high-performance, team-based environments: competitive athletics (collegiate or otherwise), startups, or anything where you trained, competed, and won as a team
• Experience leading a hiring sprint or recruiting initiative end-to-end

Benefits

• Remote & in-person roles: Work from wherever you thrive, with all the tools and support you need to be successful.
• Flexible time off: We don’t count vacation days. When you need a break, take it — no strings attached.
• Competitive pay: We offer strong salaries, performance bonuses, and equity opportunities for most roles.
• Office and learning stipend: Get support for your growth with stipends for books, courses, and home office setup.
• Global healthcare coverage: Medical, dental, and vision benefits are available in the US, Canada, India, and other supported countries.
• Mental health and coaching support: Access professional coaching and mental health resources for you and your dependents.