Talent Acquisition Lead – IT & Technology Hiring

Our client is a B2B SaaS company that has just closed a $30M Series B and is preparing for aggressive headcount growth — from 300 to 700 employees in 18 months. The majority of this growth is in technology — engineering, data science, and product management — and they need a Talent Acquisition Lead who understands how to find, attract, and close top tech talent in one of the world's most competitive hiring markets.

About the Role

You will build and own the tech talent acquisition function. This means not just filling roles, but building the employer brand, refining the hiring process, deploying the right tools, and creating the candidate experience that helps the company win the best engineers. You will lead a team of 4 recruiters and manage all senior tech hiring personally.

• Own end-to-end tech hiring across engineering, data, and product functions
• Build and manage a team of 4 technology recruiters
• Develop and execute sourcing strategies to build diverse, high-quality pipelines
• Partner with hiring managers to define role requirements and assessment criteria
• Drive employer branding initiatives — tech blogs, campus partnerships, events
• Track and report on hiring metrics — time-to-fill, offer acceptance, pipeline health
• Manage vendor relationships with staffing partners including Gipfel HR Solutions

• 6-9 years of talent acquisition experience with at least 4 years focused on technology hiring
• Proven ability to hire across engineering, data science, and product roles at mid-to-senior levels
• Experience building and managing a small recruiting team
• Deep sourcing capability — Boolean search, LinkedIn Recruiter, GitHub, referral networks
• Strong understanding of tech roles, stacks, and compensation benchmarks
• Experience with ATS platforms — Greenhouse, Lever, or similar
• Prior experience in a startup or high-growth environment strongly preferred

• Competitive CTC with quarterly hiring performance bonus
• ESOPs in a pre-Series C company with strong fundamentals
• Hybrid work — 3 days office, 2 days remote
• Comprehensive family health coverage
• Annual learning budget for HR certifications and conferences