Senior Talent Acquisition Partner (Technical)
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Before you apply
Salary$79k – $125k
LocationNew York, NY; Chicago (Green St), IL
Work modehybrid
Typefull-time
SenioritySenior
Company size1,001–5,000 people
PostedOct 21, 2026 · 2w ago
Verified live2d ago
At a glanceSummarised by Seekless from the posting.
Senior Technical Talent Acquisition Partner
Own full-cycle recruiting for complex, high-impact Engineering and AI positions
Lead searches for Senior Software Engineers, AI Engineers, Machine Learning Engineers
Partner closely with Engineering leaders
Hands-on sourcing approach
Strong technical recruiting judgment
Market intelligence to build exceptional pipelines
Experienced technical recruiter who can independently manage difficult Engineering searches
Engage passive technical talent
Advise hiring managers on realistic talent profiles, competitive markets, and effective selection processes
Speak credibly with engineers about their work
Thrive in a fast-paced, evolving technology environment
Skills
Software Engineering
AI
Machine Learning
Salary range is:
$78,555.51 - $125,000.00
Benefits
This position is bonus and/or commission eligible.
About the company
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy**,** creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com.
The Role
The Role
As a Senior Technical Talent Acquisition Partner, you will own full-cycle recruiting for complex, high-impact Engineering and AI positions. You will lead searches for Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical talent, partnering closely with Engineering leaders to understand their teams, technical requirements, and hiring priorities. You will bring a hands-on sourcing approach, strong technical recruiting judgment, and market intelligence to build exceptional pipelines and deliver high-quality hires.
The ideal candidate is an experienced technical recruiter who can independently manage difficult Engineering searches, engage passive technical talent, and advise hiring managers on realistic talent profiles, competitive markets, and effective selection processes. You can speak credibly with engineers about their work and thrive in a fast-paced, evolving technology environment.
Key Responsibilities:
Key Responsibilities
Full-Cycle Technical Recruitment
•
Own searches end to end for Engineering and AI teams, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical positions.
•
Partner with Engineering hiring managers to translate technical requirements into clear candidate profiles, interview plans, and targeted search strategies.
•
Lead recruiter screens and assess relevant technical experience, project ownership, problem-solving approach, career motivations, and alignment with role requirements.
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Manage complex searches proactively, identifying bottlenecks, calibrating with interview teams, and keeping high-priority hiring processes moving.
Technical Talent Acquisition Strategy
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Develop search strategies for hard-to-fill technical roles using talent mapping, competitive intelligence, sourcing data, and a deep understanding of Engineering talent markets.
•
Advise Engineering leaders on candidate availability, compensation expectations, market competition, hiring tradeoffs, and realistic recruiting timelines.
•
Work with stakeholders to prioritize openings, align on must-have versus trainable skills, and refine candidate profiles based on market feedback.
•
Use pipeline data, interviewer feedback, and market insights to continuously adjust sourcing and hiring strategies.