Some of the Problems You’ll Solve:
🎯 Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.
🔍 How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.
🧩 What does “great” look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.
💬 How do we earn an engineer’s attention? Craft personalized, technically credible outreach that connects a candidate’s specific systems experience and career motivations with the opportunity — not a generic “exciting opportunity” template.
📈 How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.
🤖 How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.
🤝 How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.
How You’ll Make an Impact:
🚀 Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.
🔎 Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.
🧠 Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook — including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.
💬 Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.
🤝 Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.
📊 Track sourcing activity, candidate engagement, pipeline progress, and search effectiveness to understand what is working and where to iterate.
🗂 Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.
🏆 Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.