Remote Technical Recruiting Manager Jobs (NOW HIRING)

Talent and People Partner (Technical)

Hyperproof is hiring a Talent and People Partner to support our Product and Engineering organizations. This role will lead full-cycle technical recruiting while also serving as a People Partner to our Product and Engineering teams. You will directly support the work that helps great talent stay, grow, and do their best work with us: onboarding, performance, retention, manager support, and culture-building across a global and remote-based team.

This is a hands-on role with real scope. You will partner with Engineering and Product leaders on day-to-day people matters, run a high quality technical recruiting process, and contribute to the broader People function as we continue to scale.

You are a people-first practitioner who is passionate about supporting Engineering and Product teams. You combine the curiosity and rigor of a strong technical recruiter with a genuine interest in the broader HR business partner work that makes teams thrive.

You are meticulous. You sweat the details because you know that in People-work, the details are the experience. A typo in an offer letter, a missed follow up with a candidate, or a clumsy onboarding handoff can undo months of trust-building.

You are AI-forward and continuously improving. You use approved AI tools to source smarter, screen faster, and free up time for the critical human work that actually moves the needle. You bring ideas, not just execution and you will drive them forward with high quality.

The allocations below are guidelines and will flex with hiring demand and evolving priorities. 

• Own full-cycle technical recruiting for Product and Engineering roles globally, including Software Engineering, Engineering Management, Product Management, and Design.
• Build and maintain warm pipelines of technical talent in our key hiring regions, including the U.S., India, and LATAM, with a working understanding of the market dynamics and candidate motivations in each region.
• Use approved AI sourcing platforms alongside Greenhouse, LinkedIn Recruiter, and other tools to drive both speed and quality. Continuously evaluate and adopt new AI capabilities that improve sourcing, screening, and candidate experience.
• Partner with hiring managers on intake, scorecards, interview design, and leveling. Bring a clear point of view to role definition and interview loop calibration.
• Run a tight, candidate centered process: fast dispositioning, clear communication, structured feedback, and offer experiences that reflect how seriously we take the decision to hire.
• Track and improve funnel metrics including time to review, stage conversion, time to fill, and offer acceptance. Use the data to refine our process and coach hiring managers.
• Represent Hyperproof's employer brand in every candidate conversation, including how we talk about our Company, our culture and the specific role we are hiring for.

• Serve as the day-to-day People Partner for Product and Engineering managers, building strong working relationships and acting as a first stop for people-related questions.
• Support managers through performance conversations, including how to give clear, timely feedback, how to address concerns early, and how to recognize and develop high performers. Escalate complex matters to the broader People team.
• Support the performance cycle for Product and Engineering, including goal setting, reviews, and calibration logistics, in partnership with the broader People team.
• Contribute to retention efforts for technical talent, including supporting survey participation, action planning, and surfacing trends to leadership.
• Support employee relations matters with care and discretion, in partnership with the broader People team. 
• Help build and protect a cohesive culture across a fully distributed Engineering and Product organization spanning multiple time zones and countries.
• Support moments that matter across Product and Engineering teams, including team offsites, regional meet-ups, and Hyperproof Unite.
• Surface signals from new hires, engagement data, and day-to-day conversations that point to what is working and what needs attention.

• Own the offer to start date experience for technical hires, ensuring every new hire has a smooth, well-coordinated entry to the company.
• Partner with IT to confirm equipment is ordered and delivered on time.
• Process new hires through Rippling and confirm the completeness of documentation, including Form I-9, E-Verify, background checks, employment agreements, and related offer paperwork.
• Stay close to new hires through their first 90 days to validate the experience and surface anything that needs to be addressed.
• Maintain accurate employee data in Rippling, including new hires, status and salary changes, org chart updates, and terminations. Run routine audits to confirm data integrity.
• Manage the offboarding process for departing employees, including exit interview scheduling, access deprovisioning, and equipment return, with the same care we extend on the way in.
• Contribute to broader People Ops projects and cross-functional initiatives, including process improvements and operational support during peak periods.
• Support reporting and basic data analysis for Product and Engineering headcount, hiring, and retention trends.

• Product and Engineering managers describe you as a responsive, trusted partner who makes their work easier.
• Technical hiring outcomes meet or exceed industry benchmarks for time to fill, offer acceptance, and quality of hire, with particular strength in our international markets.
• Candidate and new hire feedback consistently reflects a thoughtful, well run, high quality experience.
• Documents, communications, and process artifacts are professional, polished, and free of the small errors that erode trust.
• You are seen as someone who lives our values

• 3 to 5 years of recruiting experience in SaaS or software companies, with a demonstrated track record of hiring technical talent across Engineering and Product roles.
• Some experience supporting broader People or HRBP work, whether through a generalist role, a recruiting role with expanded responsibilities, or a focused interest in growing into HRBP work over time.
• Experience recruiting internationally, including in India and/or LATAM, with a working understanding of the regional expectations and the contractor and EOR landscape in those regions.
• Familiarity with org structures, leveling, and performance basics as they apply to technical teams, with curiosity to deepen this work.
• Working knowledge of HR systems (Rippling preferred), including reporting, data integrity practices, and workflow administration. Experience with Greenhouse, Juicebox AI, and Google Workspace is strongly preferred.
• Demonstrated, hands on use of AI tools in sourcing and recruiting workflows, with concrete examples of how AI has improved your results. We will ask you about this!
• An HR degree, HR certification, or demonstrated interest in the HR field. The role will continue to evolve toward broader, more senior-level People Ops and HRBP work over time. Career growth is an expectation and intellectual curiosity will accelerate this.
• Good judgment, discretion, and comfort navigating ambiguity.
• A genuinely people-first orientation paired with meticulous attention to detail.
• Technical curiosity and an out-of-the-box mindset. You don't just recruit; you want to understand what we are building. You are eager to learn our codebase, tech stack, and product principles, while staying ahead of the curve on current tech and AI trends.

• Greenhouse (ATS)
• Juicebox AI (sourcing)
• Rippling (HRIS)
• Checkr (background checks)
• DocuSign
• SixFifty
• Okta
• Slack
• Zoom
• Google Workspace (Docs, Sheets, Slides, Forms, Calendar, Gemini)

We are a fully remote company. This role will partner closely with Product and Engineering team members across multiple U.S. time zones, Latin America, Europe, and India, so schedule flexibility to cover multiple time zones is important. Many of our technical team members are located within the Seattle Washington region. Preference will be given to individuals within that region to support the team locally for in-person events. 

We value your time and want you to know what to expect. The interview process will include conversations with the People team, Product and Engineering leadership, and one or two additional internal stakeholders. Total interview time is anticipated to be up to three hours.

We expect qualified candidates to articulate and demonstrate experience in modern, AI-enabled sourcing and recruiting strategies, as well as a clear interest in supporting the broader people work that comes with this role.

Hyperproof loves to see internal growth. This role has natural paths into broader HRBP work, talent leadership, or specialized People Ops roles as the business and the function continue to scale. Candidates who are not looking to grow into more senior level roles over time will not be a fit. 

• Base salary ($94k - $115k - $138k) + equity package
• Flexible PTO, with strong encouragement to unplug and recharge
• Choice of PC or Mac laptop
• Slack channel notifications turn off after 5 pm based on your time zone
• Health and wellness coverage for medical, dental, and vision, including dependents