Senior Technical Recruiter

Outcomes & KPIs

Key Outcome(s) Owned:

A strong, diverse pipeline of technical talent that consistently meets Menlo's hiring needs across Engineering, Product, and Design

A consistently strong candidate and hiring-manager experience throughout the recruiting cycle

Success Metrics / KPIs (drafted — adjust as needed):

Time-to-fill for technical roles

Pipeline diversity across stages

Hiring manager satisfaction score

Offer-acceptance rate

Candidate experience score

What You'll Do

Own full-cycle recruiting for technical roles, primarily Engineering, Product, and Design, flexing to other teams as business needs shift

Build an ongoing pipeline of skilled, diverse talent by combining market knowledge, business priorities, and external hiring trends

Partner with senior leaders and hiring managers as a trusted advisor and subject matter expert on technical hiring

Use AI-assisted sourcing and resume-screening tools to widen and speed up pipeline generation, then apply judgment on fit and bias review

Improve recruiting processes, tools, and systems in partnership with the broader Talent Acquisition team to help Menlo scale

Report on recruiting metrics and turn the data into clear, actionable recommendations

Build talent communities and pipelines for hard-to-fill roles and diversity sourcing efforts that convert into real hires

Functional Competencies

Required:

6+ years sourcing and/or full-cycle recruiting for technical roles at technology companies

A track record of successful full-cycle hiring at a fast-growing company

Experience using an ATS (Menlo uses Ashby) to track candidates and report on recruiting metrics

Ability to build trust and influence stakeholders at every level, from hiring managers to senior leaders

A track record of creative sourcing to reach diverse and hard-to-find talent groups

Strong written and verbal communication skills, with strong interpersonal awareness

Preferred / Nice to Have:

B2B SaaS recruiting experience

Comfort using AI-assisted sourcing, screening, and interview-summary tools as part of daily recruiting work

Experience building or scaling talent communities for critical or hard-to-fill skill areas

MSGL-I4

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Why Menlo?

At Menlo, we don't settle for the status quo — in our technology or our culture. How we think and act is just as important as what we build. Our culture is defined by five core mindsets: Proactive Leadership, Straight Talk, United Impact, Elevated Talent, and Customer-Compelled. We take ownership and drive outcomes without waiting to be told. We communicate directly and seek hard truths. We break down silos and win together. We hold a high bar for ourselves and the people around us. And we treat every customer interaction as mission-critical. If you're someone who sees it, owns it, solves it, and does it — you'll thrive here.

All qualified applicants will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status, or on the basis of disability.

TO ALL AGENCIES: Please, no phone calls or emails to any employee of Menlo Security outside of the Talent organization. Menlo Security’s policy is to only accept resumes from agencies via Ashby (ATS). Agencies must have a valid services agreement executed and must have been assigned by the Talent team to a specific requisition. Any resume submitted outside of this process will be deemed the sole property of Menlo Security. In the event a candidate submitted outside of this policy is hired, no fee or payment will be paid.