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Fractional Recruiting Jobs in Ridgewood, NJ (NOW HIRING)

Radical AI

Director of Software Engineering

New York, NY · On-site

$237K - $350K/yr

We're not looking for a remote or fractional arrangement -- the team needs someone on the ground ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Tensec

Senior Software Engineer (Core Trade)

Manhattan, NY · On-site

$160 - $190/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

... fractional share ownership. DriveWealth has evolved into a global platform offering trading of US ... us at recruiting@drivewealth.com. Agency Disclaimer DriveWealth does not accept agency resumes.

Radical AI

Director of Software Engineering

New York, NY · On-site

$237K - $350K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We're not looking for a remote or fractional arrangement - the team needs someone on the ground ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Radical AI

Director of Software Engineering

New York, NY · On-site

$237K - $350K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We're not looking for a remote or fractional arrangement - the team needs someone on the ground ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

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Showing results 21-25

All JobsFractional Recruiting JobsFractional Recruiting Jobs in Ridgewood, NJ

Fractional Recruiting information

See Ridgewood, NJ salary details

$42K

$82.1K

$176.1K

How much do fractional recruiting jobs pay per year?

As of Aug 14, 2026, the average yearly pay for fractional recruiting in Ridgewood, NJ is $82,106.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,200.00 and $76,900.00 per year, depending on experience, location, and employer.

What is the difference between Fractional Recruiting vs Contract Recruiting?

AspectFractional RecruitingContract Recruiting
CredentialsRecruiting experience, industry knowledgeRecruiting experience, industry knowledge
Work EnvironmentPart-time, ongoing support for multiple clientsProject-based, short-term engagement
Employer UsageCompanies seeking ongoing recruiting supportOrganizations needing temporary recruiting help

Fractional Recruiting involves providing ongoing, part-time recruiting support to multiple clients, focusing on long-term partnership. Contract Recruiting is project-based, offering short-term recruiting services for specific hiring needs. Both roles require recruiting expertise, but Fractional Recruiting emphasizes continuous support, while Contract Recruiting is more task-specific.

What is fractional recruiting?

Fractional recruiting is a flexible hiring model where organizations engage experienced recruiters on a part-time or as-needed basis, rather than hiring full-time staff. This approach allows companies to access specialized recruitment expertise for specific projects or periods of high growth without the long-term commitment of a permanent hire. Fractional recruiters can help with sourcing, interviewing, and hiring processes, often working remotely or on-site as required. This model is especially beneficial for startups and small to mid-sized businesses looking to scale efficiently while managing costs.

What are the key skills and qualifications needed to thrive as a fractional recruiter?

To thrive as a Fractional Recruiter, you need expertise in talent acquisition, sourcing strategies, and a strong understanding of various industries, often supported by experience in HR or recruiting roles. Familiarity with applicant tracking systems (ATS), recruitment CRM software, and sourcing tools like LinkedIn Recruiter is typically required. Outstanding communication, adaptability, and time management skills help build client relationships and manage multiple hiring projects efficiently. These skills and qualities ensure effective placements and client satisfaction in a flexible, project-based recruiting environment.

How do fractional recruiters typically integrate with existing HR teams and processes?

Fractional Recruiters usually work closely with in-house HR teams and hiring managers to quickly understand company culture, recruitment needs, and workflow. They often participate in regular meetings, use the company's applicant tracking systems, and align their sourcing and interview processes with internal standards. Successful integration requires strong communication skills, flexibility, and a collaborative mindset to ensure a seamless extension of the company's talent acquisition efforts. This collaborative approach helps fill roles efficiently while maintaining consistency in candidate experience.

What job categories do people searching Fractional Recruiting jobs in Ridgewood, NJ look for?

The top searched job categories for Fractional Recruiting jobs in Ridgewood, NJ are:

What cities near Ridgewood, NJ are hiring for Fractional Recruiting jobs?

Cities near Ridgewood, NJ with the most Fractional Recruiting job openings:

Fractional Recruiting jobs near you
Infographic showing various Fractional Recruiting job openings in Ridgewood, NJ as of August 2026, with employment types broken down into 54% Part Time, and 46% Contract. Highlights an 60% In-person, and 40% Hybrid job distribution, with an average salary of $82,106 per year, or $39.5 per hour.

Director of Software Engineering

Radical AI

New York, NY • On-site

$237K - $350K/yr

Full-time

Re-posted 11 days ago

Job description

Radical AI is replacing an R&D process that currently takes 10+ years and $100 million to produce a single discovery. Our self-driving lab platform combines AI with autonomous robotics to run experiments, analyze results, and iterate—continuously, without human bottlenecks. For industries like aerospace, automotive, defense, energy, manufacturing, semiconductors, and space, that means breakthroughs in weeks instead of years.
We're a small, senior team, growing fast. This is a foundational hire.

The Role

We're looking for a Director of Software Engineering to build and lead the software engineering team as we scale. This is a player-coach role in the truest sense: you'll ship code every week while also owning the team's growth, culture, processes, and long-term technical direction.

You'll report to our President and Co-Founder, and work closely with cross-functional stakeholders across science, hardware, and product. The immediate mandate is to stabilize and grow a talented but lean team during a period of rapid hiring and technical expansion — including near-term customer deployments that involve significant architectural challenges.

This is not a role for someone who wants to delegate the hard technical problems. It's for someone who wants to be in the middle of them.

What You Will Do

Lead the team:

  • Hire, develop, and retain a high-caliber software engineering team 
  • Establish the rhythms that make the team hum: standups, planning, retrospectives, code review culture
  • Be the person your engineers grow with — technically and professionally

Stay technical:

  • Conduct daily code reviews; submit 1–3 PRs per week
  • Drive and participate meaningfully in architectural discussions and decisions
  • Maintain deep enough fluency with the stack to debug production issues, challenge proposals, and earn your engineers' respect

Shape the roadmap:

  • Build and own the long-term software development roadmap, in close partnership with our co-founder and the product team
  • Translate ambiguous business and scientific requirements into clear technical strategy
  • Navigate the tradeoffs between speed, correctness, and scale in a high-stakes, rapidly evolving environment

Manage up and across:

  • Be a credible technical voice in leadership discussions — someone who can whiteboard a system design as easily as they can present a roadmap
  • Interface with product, science, and hardware stakeholders effectively; understand what "customer-centric" actually means in a deep-tech context
What We're Looking For
Required:
  • 10+ years of software engineering experience, with 3+ years in an engineering management or technical lead role
  • Still deeply hands-on: you write code, review code, and won't use a management title as a reason not to
  • Strong systems thinking — you can design complex distributed systems under constraints and communicate tradeoffs clearly
  • Experience growing and stabilizing engineering teams in fast-moving environments
  • Fluency in Go and/or Python (our primary stack)
  • Proven ability to establish processes that make teams faster without creating bureaucracy
  • Based in — or willing to relocate to — New York City; this role requires regular in-person presence with the team
Nice to have:
  • Experience with hybrid cloud/on-prem deployments or customer-site delivery (hardware + software combined)
  • Background in robotics, automation, scientific computing, or similarly constrained production environments
  • Familiarity with agentic systems, LLM workflows, or AI-adjacent infrastructure
  • Experience with containerization, Kubernetes, AWS, and infrastructure-as-code (Terraform/CloudFormation)
Work Arrangement

This role is NYC-based and requires consistent in-person presence. We're not looking for a remote or fractional arrangement — the team needs someone on the ground.

 
What We Offer
A competitive compensation package also includes the best in benefits:
  • Medical, dental, and vision insurance for you and your family, covered at 100%
  • Mental health and wellness support
  • Unlimited PTO and 14+ company holidays per year
  • Company-wide end-of-year shutdown, including two weeks of paid time off
  • 401K 
  • Equity
 
Disclosure
 
Radical AI is committed to equal employment opportunity regardless of race, color, ancestry, national origin, religion, sex, age, sexual orientation, gender identity and expression, marital status, disability, or veteran status.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.