Senior Technical Recruiter - GTM & Ops (Contract)

UNKNOWN; Denver (CO); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Health & wellbeing

Paid time off

401(k) match

Job summary

Crusoe is seeking a highly motivated Contract Recruiter to own full-cycle recruiting for a range of roles within the Spark project, including technical GTM, operations, and planning. You will run complex searches end-to-end, manage senior stakeholders, and act as a true talent partner rather than a coordinator.

This six-month contract requires proactive sourcing, intake design, decisive interviewing, and timely updates with strong negotiation skills.

Qualifications

• 5+ years of full life-cycle recruiting experience focused on technical or technical-adjacent GTM roles.
• Experience partnering with senior stakeholders, including director-level and above hiring managers.
• Ability to run senior and hard-to-fill searches end-to-end with limited support.
• Proven ability to meet or exceed hiring goals in fast-paced startup environments.

Responsibilities

• Own full-cycle recruiting for technical customer-facing GTM, business operations and planning roles.
• Structure intake sessions, design role-appropriate assessments, and run interviews.
• Screen for technical depth and customer-facing skill; calibrate bar with hiring managers.
• Manage high-volume, high-complexity requisitions and keep ATS data current.
• Lead compensation negotiations and partner with senior leaders as a strategic advisor.

Skills

Full life-cycle recruiting

Technical GTM recruiting

Stakeholder management

Sourcing & pipelining

Interviewing & assessments

Negotiation (salary/equity)

ATS & CRM proficiency

Data-driven recruiting

High-volume, high-complexity

Tools

LinkedIn

ATS (Applicant Tracking System)

Job description

Crusoe is seeking a highly motivated Contract Recruiter to own full-cycle recruiting for a range of roles within the Spark project, including technical GTM, operations, and planning. You will run complex searches end-to-end, manage senior stakeholders, and act as a true talent partner rather than a coordinator.

This six-month contract requires proactive sourcing, intake design, decisive interviewing, and timely updates with strong negotiation skills.