Technical Recruiter

United Global Technologies; United States; On-site; USD 110,000 - 170,000; Full time

Job summary

United Global Technologies is seeking a hands-on Lead Technical Recruiter to find exceptional IT and engineering candidates. You will manage technical requisitions end-to-end, from intake to placement, while delivering on MSP/VMS programs and building long-term pipelines.

The ideal candidate blends hunter instincts with operational discipline, excels at assessing technical qualifications, and drives credible outreach and candidate engagement across multiple platforms and time zones.

Qualifications

• 5+ years of full-cycle recruiting experience in IT/engineering.
• Experience in staffing agency, RPO, MSP, or fast-paced recruiting.
• Proven track record filling specialized and difficult-to-fill technical requisitions.
• Strong passive-candidate sourcing and persistent outreach.

Responsibilities

• Proactively source IT and engineering talent using phone, email, social platforms and recruiters networks.
• Own requisitions from intake to start, including strategy, sourcing, screening, and submission.
• Coordinate interviews and manage candidate communications with clients and internal stakeholders.
• Negotiate offers and manage candidate closing while meeting speed and quality metrics.
• Maintain and develop pipelines for recurring client needs and priority tech domains.
• Follow MSP rules, rate cards, submission limits, and compliance procedures.

Skills

Phone-first recruiting

Passive candidate sourcing

LinkedIn Recruiter

ATS platforms

Sourcing strategies

Interview coordination

MSP/VMS knowledge

Communication skills

Relationship building

Technical recruiting

Education

Bachelor's degree in HR or related field

Tools

SAP Fieldglass

Beeline

VNDLY

Job description

We are seeking a hands-on Lead Technical Recruiter who can find exceptional candidates for difficult-to-fill IT and engineering positions. This is a highly proactive, phone-forward recruiting role for someone who relies on persistent outreach, creative sourcing, and relationship‑building, not simply posting jobs and waiting for applicants.

The Lead Technical Recruiter will manage technical requisitions from intake through placement. The role combines VMS/MSP program delivery, direct full-cycle recruiting, interview coordination, candidate follow-up, and long‑term pipeline development.

The ideal candidate is equal parts hunter, operator, and coach. You can uncover talent others cannot find, engage passive candidates, assess technical qualifications credibly, and maintain disciplined execution across ATS and VMS workflows.

What You’ll Do

Proactive Sourcing and Candidate Engagement

• Spend significant time directly engaging prospective candidates by phone, email, social platforms, referrals, and technical communities.
• Proactively source passive and difficult-to-find IT and engineering talent rather than relying primarily on inbound applicants.
• Develop creative search strategies using LinkedIn Recruiter, GitHub, Stack Overflow, job boards, Boolean and X‑ray search, referrals, existing networks, and internal databases.
• Recruit across technical disciplines, including software engineering, cloud and infrastructure, data, cybersecurity, enterprise applications, and related engineering functions.
• Build and maintain pipelines for recurring client needs and anticipated demand across priority technologies.
• Create targeted, personalized outreach that generates candidate interest and response.
• Maintain consistent candidate follow‑up throughout the recruiting process.

Full‑Cycle Technical Recruiting

• Own assigned requisitions from intake and search strategy through sourcing, screening, submission, interview, offer negotiation, acceptance, and start.
• Partner with hiring managers and account managers to clarify technical requirements, identify true must‑have qualifications, and develop an effective search strategy.
• Conduct detailed candidate screens to assess technical capabilities, relevant experience, motivation, availability, compensation expectations, and overall fit.
• Present qualified candidates with accurate, evidence‑based summaries that clearly connect their experience to the position.
• Coordinate interviews and maintain close communication with candidates, clients, and internal stakeholders.
• Manage offer negotiation, counteroffer risk, pre‑start engagement, and candidate closing.
• Consistently meet expectations for speed, candidate quality, submittal‑to‑interview conversion, and placements.

VMS and MSP Program Delivery

• Manage daily activity across Vendor Management Systems and MSP programs.
• Review new requisition distributions, confirm requirements, prioritize searches, submit candidates, track status changes, and maintain current records.
• Follow client‑specific MSP rules, rate cards, submission limits, documentation requirements, and compliance procedures.
• Monitor service‑level agreements, submission deadlines, requisition aging, interview activity, and pending decisions.
• Maintain accurate, timely, and audit‑ready records across ATS and VMS platforms.
• Escalate unclear requirements, delayed feedback, process barriers, and aging requisitions before they affect delivery.
• Keep VMS workflows organized while managing an active personal requisition load.

Leadership and Pipeline Development

• Share sourcing strategies, market intelligence, and recruiting best practices with other recruiters.
• Help improve search quality, candidate messaging, technical screening, and recruiting discipline across the team.
• Identify recurring talent gaps and develop pipelines before requisitions become urgent.
• Provide market feedback concerning talent availability, compensation, competition, and client requirements.
• Model a high level of urgency, persistence, accountability, and candidate care.

What You Bring

• At least five years of full‑cycle recruiting experience, with a strong concentration in IT, engineering, or other technical positions.
• Experience working in a staffing agency, RPO, MSP, or similarly fast‑paced, delivery‑focused recruiting environment.
• A demonstrated record of filling specialized and difficult‑to‑fill technical requisitions.
• Strong passive‑candidate sourcing skills and the persistence to make repeated, thoughtful outreach attempts.
• A phone‑first recruiting approach and confidence initiating conversations with candidates who are not actively applying.
• Working knowledge of common technical roles, programming languages, frameworks, cloud platforms, infrastructure, data technologies, and cybersecurity functions.
• Ability to evaluate technical experience credibly and communicate effectively with candidates and hiring managers.
• Hands‑on experience with VMS platforms such as SAP Fieldglass, Beeline, VNDLY, or comparable systems.
• Experience operating within MSP requirements, rate structures, submission rules, and service‑level expectations.
• Advanced proficiency with LinkedIn Recruiter, Boolean search, ATS platforms, job boards, and technical sourcing communities.
• Strong organizational skills and the ability to balance sourcing, candidate management, interview coordination, administrative responsibilities, and deadlines.
• Excellent written and verbal communication skills.
• Ability to work effectively with candidates, clients, and colleagues across multiple time zones.

How Success Will Be Measured

• Qualified candidates identified and engaged
• Speed to first qualified submission
• Submission‑to‑interview conversion
• Interview‑to‑offer and offer‑to‑start conversion
• Successful placements and requisition fill rate
• Candidate response and engagement rates
• VMS and MSP compliance
• Requisition aging and SLA performance
• ATS and VMS data accuracy
• Strength of pipelines for recurring technical needs

The Right Person for This Role

You will thrive here if you enjoy the search as much as the placement. You pick up the phone, pursue passive talent, test new sourcing channels, and stay engaged until the requisition is filled. You combine recruiting creativity with operational discipline and understand that excellent technical recruiting requires urgency, credibility, persistence, and consistent follow‑through.