Senior Technical Recruiter

Sit down with hiring managers and technical leads to pin down what "excellent" means for each role — the signals that never make it into a job spec.

Build interview loops that are sharp and repeatable, testing for genuine technical depth alongside the judgment it takes to succeed in a fast-moving startup.

Win candidates by making the scope, autonomy, and reach of what we're building impossible to ignore.

Source Where Others Don't Look

Hunt for engineers, data scientists, and technical PMs through advanced sourcing across GitHub, LinkedIn, and the technical communities where builders actually spend their time.

Construct pipelines for roles that demand both engineering rigor and the ability to thrive in a lean, high-velocity environment.

Reach talent long before they open a job tab — through open-source contributors, hackathon circles, and communities tied to developer tooling and AI.

Keep a working knowledge of movement in AI/ML, developer tools, and dev infrastructure so your outreach lands with engineers who can tell the difference.

Be a Strategic Partner to Technical Leaders

Serve as a trusted advisor to engineering and product leaders, giving them straight market feedback and real competitive intelligence on the talent landscape.

Give technical leaders the clarity to make fast, confident hiring calls — adding structure without the bureaucracy that usually comes with it.

Convert roadmap priorities into concrete hiring plans, and surface risks while they're still easy to fix.

Hold the line on speed, quality, and team fit as the company's technical direction keeps evolving.

Build a Recruiting Engine That Scales

Create and refine interview frameworks, assessment methods, and hiring rubrics that hold up as teams grow.

Bring consistency and standards to hiring without becoming a drag on the teams you support.

Lean on data, pattern recognition, and good judgment to keep raising the bar — and coach others to do the same.

Lay the groundwork for a recruiting function that can keep pace with where CodeRabbit is headed.

What You'll Bring

5–8+ years of full-cycle technical recruiting, ideally at high-growth startups, developer-tools companies, or teams scaling engineering headcount quickly.

A proven history of landing senior engineers, data scientists, ML practitioners, and technical PMs in genuinely competitive markets.

Standout sourcing chops — real fluency with GitHub, LinkedIn Recruiter, Boolean search, and the creative approaches that surface hard-to-find profiles.

Enough technical fluency to talk credibly with engineers about their work, read role-fit signals, and judge candidate quality well past the resume.

A high tolerance for ambiguity, shifting priorities, and leaders who think big and move quickly.

Sharp instincts for talent, trajectory, and team fit — not just pedigree and years served.

A crisp communicator and a strong closer who takes real pride in the quality of the teams they help assemble.

Real curiosity about developer tools, AI, and the craft of software — and a genuine interest in building products engineers actually want to use.