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Lead Technical Recruiter Jobs (NOW HIRING)

About this position: We're looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams ...

The Role We're hiring a Lead Technical Recruiter to partner with our engineering & product teams, as well as our founders, to source, sell, and close the best engineers and designers in the world.

About this position: We're looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams ...

As a Lead Technical Recruiter, you'll own Engineering hiring across a company & global scope. This role will closely partner with senior stakeholder relationships, represent Vanta's talent brand, and ...

Role Summary The Senior Technical Recruiter will partner closely with the Lead Technical Recruiter to support company‑wide hiring during a period of rapid growth. This role will own full‑cycle ...

Technical Recruiter

Pleasanton, CA · On-site

$70K - $90K/yr

Lead intake meetings with hiring managers to clarify role requirements, technical competencies ... Conduct recruiter screens to assess technical qualifications, experience, communication skills, and ...

Technical Recruiter

Atlanta, GA · Hybrid

$60K - $70K/yr

Exempt Salary: $60,000-$70,000 As a Technical Recruiter, you will lead recruitment efforts to identify uniquely accomplished individuals to guide us forward. You will be responsible for building ...

Factory is in search of a Technical Recruiter to play a vital role in our ambitious growth plans ... Lead the recruitment process end-to-end, from crafting compelling s to coordinating interviews and ...

Technical Recruiter

San Francisco, CA · On-site

$140K - $180K/yr

Lead full-cycle recruiting for technical and product roles across levels - from early engineers to senior hires - done the Broccoli way. * Work with founders to ensure a delightful candidate ...

Technical Recruiter

New York, NY · On-site

$100K - $220K/yr

Lead the recruitment process for senior-level technical roles, focusing on identifying and hiring top talent for our Engineering, Product, and Design teams. * Innovative Sourcing Strategies: Develop ...

Technical Recruiter

Pleasanton, CA · On-site

$70K - $90K/yr

Up to 10% Your Impact Full-Cycle Recruiting Execution • Manage end-to-end recruiting for assigned requisitions, including high-volume, professional, and technical roles. • Lead intake meetings ...

Partner with the Lead Technical Recruiter as well as hiring managers to refine role definitions, interview loops, and scorecards. * Begin influencing closing strategy and candidate experience ...

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Lead Technical Recruiter information

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$30K

$156.3K

$206K

How much do lead technical recruiter jobs pay per year?

As of Jun 23, 2026, the average yearly pay for lead technical recruiter in the United States is $156,348.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,000.00 and $205,000.00 per year, depending on experience, location, and employer.

Do technical recruiters get paid well?

Technical recruiters often earn competitive salaries that vary based on experience, location, and the size of the company. They typically receive base pay plus commissions or bonuses for successful placements, making compensation potentially lucrative for high performers with strong industry knowledge and recruiting skills.

What does a lead technical recruiter do?

A lead technical recruiter manages the hiring process for technical roles, sourcing and screening candidates, coordinating interviews, and collaborating with hiring managers. They often oversee a team of recruiters, develop recruiting strategies, and use applicant tracking systems to ensure efficient hiring. Strong knowledge of technical skills and industry trends is essential for success in this role.

What are the 4 P's of recruitment?

The 4 P's of recruitment are Product, Price, Place, and Promotion. In recruitment, these concepts relate to the job offering (Product), compensation and benefits (Price), sourcing channels (Place), and employer branding or advertising (Promotion). Understanding these helps a Lead Technical Recruiter develop effective strategies to attract and hire qualified candidates.

What is the highest paying recruiter job?

Senior executive recruiter roles, such as Executive Search Consultants or Talent Acquisition Directors, tend to be the highest paying in recruiting, often earning six-figure salaries plus bonuses. These positions require extensive industry experience, strong networks, and advanced sourcing skills, especially in specialized or high-demand fields like technology or finance.

What are the key skills and qualifications needed to thrive as a Lead Technical Recruiter, and why are they important?

To thrive as a Lead Technical Recruiter, you need strong expertise in talent sourcing, technical assessment, and recruiting strategies, typically supported by experience in technical recruitment and a solid understanding of technology roles. Familiarity with applicant tracking systems (ATS), sourcing platforms like LinkedIn Recruiter, and certifications such as AIRS or SHRM can be highly beneficial. Excellent interpersonal, negotiation, and leadership skills help foster relationships with candidates and hiring managers while guiding a recruitment team. These competencies ensure the ability to attract top technical talent efficiently and align recruitment efforts with organizational goals.

How does a Lead Technical Recruiter typically collaborate with hiring managers and engineering teams during the recruitment process?

A Lead Technical Recruiter often works closely with hiring managers and engineering teams to deeply understand technical requirements and team dynamics for each open position. This collaboration includes conducting intake meetings, refining job descriptions, and aligning on the ideal candidate profile. Throughout the process, the recruiter provides regular updates, gathers feedback on candidates, and advises on market trends or candidate availability to ensure a smooth and effective hiring experience. This partnership is crucial for tailoring sourcing strategies and ensuring high-quality hires that fit both the technical and cultural needs of the team.

What is the difference between Lead Technical Recruiter vs Technical Recruiter?

AspectLead Technical RecruiterTechnical Recruiter
ResponsibilitiesOversees recruiting strategies, mentors team, manages high-level hiringExecutes recruiting processes, sources candidates, screens applicants
Experience & CredentialsTypically 5+ years, strong industry knowledge, leadership skills2+ years, recruiting experience, relevant certifications often preferred
Work EnvironmentTeam leadership, strategic planning, collaboration with hiring managersCandidate sourcing, interviews, coordination with hiring teams

The Lead Technical Recruiter focuses on leading recruiting efforts and managing teams, while the Technical Recruiter handles day-to-day candidate sourcing and screening. Both roles require recruiting experience, but the lead position involves strategic oversight and mentorship.

What are Lead Technical Recruiters?

Lead Technical Recruiters are experienced professionals responsible for managing the recruitment process for technical positions within an organization. They oversee sourcing, screening, and interviewing candidates for roles such as software engineers, developers, and IT specialists. In addition to recruiting, they often lead a team of recruiters, collaborate with hiring managers to define job requirements, and develop strategies to attract top technical talent. Their role is crucial in ensuring the company hires skilled professionals who fit both the technical and cultural needs of the organization.
More about Lead Technical Recruiter jobs
What cities are hiring for Lead Technical Recruiter jobs? Cities with the most Lead Technical Recruiter job openings:
What are the most commonly searched types of Lead Technical Recruiter jobs? The most popular types of Lead Technical Recruiter jobs are:
What states have the most Lead Technical Recruiter jobs? States with the most job openings for Lead Technical Recruiter jobs include:
What job categories do people searching Lead Technical Recruiter jobs look for? The top searched job categories for Lead Technical Recruiter jobs are:
Infographic showing various Lead Technical Recruiter job openings in the United States as of June 2026, with employment types broken down into 1% Locum Tenens, 1% As Needed, 84% Full Time, 6% Part Time, and 8% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $156,348 per year, or $75.2 per hour.

Lead Technical Recruiter

Later

Boston, MA

Other

Posted 5 days ago


Job description

About this position:

We're looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams that power Later's next phase of growth.

You'll act as a strategic partner to leaders across R&D, designing and executing thoughtful, data-informed talent strategies that attract and close exceptional talent. You'll also serve as Later's anchor in the Boston market-building relationships, strengthening our presence, and representing the company externally.

This is a player-coach role with people leadership responsibility and end-to-end ownership of technical hiring outcomes.

What you'll be doing:Strategy
  • Build and own a nationwide R&D talent strategy with a deep focus on the Boston market, informed by market dynamics, academic institutions, and technical communities
  • Partner with R&D and business leaders to translate organizational goals into clear, achievable hiring plans
  • Design and continuously improve scalable, structured, and equitable recruiting processes that prioritize candidate quality, speed, and experience
  • Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity
  • Serve as a subject-matter expert on technical talent markets, compensation trends, and recruiting technology
Technical/ Execution
  • Own full-cycle recruiting for product, engineering, data, and AI roles across levels, including senior and hard-to-fill positions
  • Develop proactive sourcing strategies including market mapping, referrals, community-based approaches, and outbound engagement
  • Lead offer strategy, negotiation, and closing conversations in partnership with People and Finance, balancing competitiveness and internal equity
  • Maintain accurate, high-quality data within Later's ATS and recruiting systems to support reporting, compliance, and forecasting
  • Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes
Team / Collaboration
  • Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making
  • Supervise, mentor, and develop members of the technical talent acquisition team, supporting skill growth and operational excellence
  • Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience
  • Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition
Research/Best Practices
  • Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices
  • Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business
  • Benchmark Later's talent acquisition practices against high-performing organizations and operationalize improvements
What success looks like:
  • Business-critical R&D roles are filled with high-quality talent in a timely, consistent manner
  • Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions
  • Recruiting processes are structured, fair, and continuously improving based on data and feedback
  • Later's presence and reputation in the Boston technical talent market strengthens measurably over time
  • The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability
What you bring:

We encourage candidates to apply even if they don't meet every requirement below.

  • 8+ years of full-cycle recruiting experience, with significant focus on product, engineering, data, and AI roles
  • 2+ years of experience supervising, mentoring, or leading other recruiters
  • Demonstrated success hiring senior-level or business-critical technical talent in competitive markets
  • Experience owning a market-specific and/or function-specific talent strategy
  • Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight
  • Strong sourcing expertise across passive talent, referrals, and community-based channels
  • Hands-on experience leading offer strategy, negotiation, and closing conversations
  • Track record of designing or improving structured, equitable recruiting processes
  • Comfort using recruiting metrics and insights to prioritize work and improve outcomes
  • Experience representing an employer externally through events, partnerships, or community engagement
  • Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools
  • Exceptional communication and storytelling skills with an inclusive, consultative approach
  • Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment
How you work: 
  • Driven by Impact: You deliver results that matter-prioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear.
  • Strategic & Customer-Centric: You anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights.
  • Curious & Growth-Oriented: You seek knowledge, ask sharp questions, and apply learnings fast-challenging the status quo with a mindset of improvement.
  • Collaborative & Resilient: You thrive in change by staying resourceful, solution-focused, and positive-removing roadblocks, sharing insights, and keeping morale high.
  • Accountable & Honest: You own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth.
  • Emotionally Intelligent: You build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity.
Our approach to compensation:

We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based on function, level, geographic location, and scope. We evaluate compensation bi-annually, including performance and market-related factors.

Our salaries are benchmarked against market Total Cash Compensation for the geographic location of our job posting. Compensation for some roles is structured as On Target Earnings (OTE = base + commission/variable) while for others it is structured as Salary only.

To comply with local legislation and ensure transparency, we share salary ranges on all job postings. Skills, experience and other factors help determine the final salary we offer which may vary from the original range posted. 

Additionally, all permanent team members are eligible to participate in various benefits plans as part of their overall compensation package.

Salary Range: 

$145,000-165,000 OTE

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