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Tech Hiring Jobs in Nevada (NOW HIRING)

ShipMonk

Global Head of Talent Acquisition

Las Vegas, NV · On-site

$99K - $136K/yr

A team of corporate/tech recruiters runs day-to-day hiring for the business, with this leader stepping in personally on senior roles that are new territory for us. Once the engine is built, the focus ...

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Tech Hiring information

What is tech hiring?

Tech hiring refers to the process of recruiting, screening, and selecting candidates for technology-related roles such as software engineers, IT specialists, data scientists, and other technical positions. This process often involves sourcing candidates with specialized skills, conducting technical assessments, and evaluating both technical and soft skills to ensure a good fit for the organization. Tech hiring can be challenging due to high demand for talent and rapidly evolving technologies, making it essential for companies to have effective recruitment strategies.

What are the key skills and qualifications needed to thrive in tech hiring?

To thrive in Tech Hiring, you need a strong understanding of technical roles, recruitment best practices, and talent sourcing, often supported by a background in HR or technical recruiting. Familiarity with applicant tracking systems (ATS), sourcing platforms like LinkedIn Recruiter, and recruitment analytics tools is typically required. Exceptional interpersonal skills, active listening, and the ability to assess both technical and cultural fit set top performers apart. These abilities ensure the identification and attraction of high-quality tech candidates, leading to better hiring outcomes for organizations.

What are some common challenges faced by professionals in tech hiring, and how can they be addressed?

Professionals in tech hiring often face challenges such as attracting qualified candidates in a competitive market, accurately assessing technical skills, and reducing time-to-hire without sacrificing quality. To address these challenges, it's important to build strong employer branding, use structured and unbiased interview processes, and collaborate closely with engineering teams to clarify job requirements. Leveraging specialized assessment tools and maintaining clear communication with both candidates and hiring managers can also improve hiring outcomes and candidate experience.

What is the difference between Tech Hiring vs Software Developer?

AspectTech HiringSoftware Developer
Required CredentialsTypically a degree in HR, Business, or related fields; sometimes certifications in recruitingDegree in Computer Science or related field; coding certifications
Work EnvironmentRecruitment agencies, HR departments, tech companiesDevelopment teams, tech companies, startups
Employer & Industry UsageUsed by HR and recruitment professionals across tech industriesUsed by software companies, tech startups, and IT departments
Common Search & Comparison IntentUnderstanding recruitment roles vs technical rolesUnderstanding technical skills vs hiring processes

Tech Hiring focuses on recruiting and onboarding tech talent, involving skills in HR and talent acquisition. Software Developers are technical professionals who design and build software. While both are essential in the tech industry, they serve different functions—one recruits talent, the other creates software products.

What tech hiring jobs are in demand now?

In tech hiring, roles such as software developers, cybersecurity specialists, data analysts, cloud engineers, and AI/machine learning engineers are currently in high demand. Skills in programming languages like Python, Java, and cloud platforms such as AWS or Azure are often required, along with relevant certifications and experience in agile environments.

Which tech companies are hiring right now?

Many major tech companies such as Google, Microsoft, Amazon, Apple, and Facebook are actively hiring for a variety of roles including software engineering, data analysis, and IT support. These companies often seek candidates with skills in programming languages like Python or Java, cloud platforms, and experience with remote collaboration tools. Job openings are frequently posted on their careers pages and major job boards.
Tech Hiring jobs near you
Infographic showing various Tech Hiring job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 2% Contract, and 1% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution.

Global Head of Talent Acquisition

ShipMonk

Las Vegas, NV • On-site

$99K - $136K/yr

Full-time

Posted 16 days ago

Key responsibilities

  • Own and lead the end-to-end talent acquisition process for high-volume hourly roles, supporting warehouse hiring across all sites.

  • Design, implement, and optimize scalable, data-backed hiring systems for hourly roles, including sourcing, screening, interviewing, and offer processes.

  • Lead and develop the corporate and tech recruiting teams, personally manage senior and executive searches, and shape the company's talent brand and recruiting strategy.

ShipMonk rating

6.3

Company rating: 6.3 out of 10

Based on 18 frontline employees who took The Breakroom Quiz

Job description

ShipMonk isn't just a 3PL — we're the tech-powered growth partner for ecommerce brands, running 12+ owned fulfillment centers across the US, Canada, the UK, and Europe so our merchants can stress less and grow more.

We're hiring a leader to own talent acquisition end to end: from high-volume hourly hiring on our warehouse floors to senior-level searches for new & unique roles. This role starts as a player-coach leading a team of operations recruiters, with a mandate to build the engine that gets us hiring faster and better at scale. A team of corporate/tech recruiters runs day-to-day hiring for the business, with this leader stepping in personally on senior roles that are new territory for us. Once the engine is built, the focus is on shaping our overall talent brand and embedding the right tools & capabilities into how we bring on board the best talent for ShipMonk.

Key Responsibilities

Building the talent engine for our high-volume recruiting

  • Lead high-volume hourly hiring: act as a hands-on player-coach for our operations recruiting team, supporting warehouse hiring across all sites
  • Learn the operation: spend real time understanding shift patterns, seasonality, local labor markets, and site leader needs. This is where the volume is, and it's where you need the deepest fluency
  • Build the system: design and implement a repeatable, data-backed hiring process for hourly roles, covering sourcing, screening, interviewing, and offer speed, built to run at scale without sacrificing quality
  • Set the scoreboard: define and track the metrics that matter (time to fill, cost per hire, quality of hire, early retention) and use them to drive continuous improvement
  • Lead an effective corporate & tech hiring: lead the corporate/tech recruiters who own day-to-day hiring for the rest of the business, and hold that team to a high bar on candidate experience and hiring manager satisfaction
  • Personally lead searches for new senior roles: step in directly on executive and senior-level searches for new & unique roles, partnering closely with the hiring executive and our People & Culture leadership
  • Train hiring managers: build the enablement that helps leaders across the business run better intake conversations, interviews, and hiring decisions

Scale the team, elevate the function

  • Shift from doing to leading: once the engine works, move from player-coach to full people leader: hire, coach, and develop your recruiters so the team runs well without you in every requisition
  • Build the bench: create development paths for your team so operations and corporate/tech recruiters keep growing with the business
  • Make the case with data: use hiring data to influence decisions with operations and business leaders, not just report on them

Think bigger, talent brand and AI

  • Own our talent brand: shape how candidates experience ShipMonk at every stage, and how we tell our story to compete for both hourly and specialized talent
  • Bring AI into recruiting: evaluate and introduce AI tools for sourcing, screening, and candidate engagement that make the team faster without losing the human judgment that makes hiring decisions good ones
  • Set the vision: bring a clear point of view on where talent acquisition should go next, and build the business case to get us there
Requirements
  • Proven experience leading talent acquisition across very different hiring types, high-volume hourly and specialized or executive search, ideally at a company with distributed warehouse or field operations
  • A track record of building recruiting processes and systems that scale, not just running a process someone else designed
  • Comfortable being hands-on early as a player-coach, and just as comfortable stepping back to lead a team once the system works
  • Experience leading searches for senior or executive roles, including roles new to the organization
  • A strong point of view on talent brand, plus real experience with or genuine curiosity about applying AI to recruiting
  • A confident, data-fluent communicator who can move between a warehouse floor conversation and an executive update in the same day
  • Willing and able to travel 25-30% across our sites and corporate offices

About ShipMonk

ShipMonk isn't just a 3PL; we're a growth partner for merchants. We provide cutting-edge technology and a network of owned and operated fulfillment centers that empower high-growth ecommerce and DTC brands to stress less and grow more. With over 2,500 employees across five countries, we're on a mission to revolutionize fulfillment by providing everything from the fastest click-to-delivery and real-time inventory to custom solutions—all with a merchant-first mindset.

Why ShipMonk?

We believe in building for the long term, and our success is powered by five key differentiators that help us become true partners to our merchants.

  • Global Fulfillment Network: Our 12+ owned and operated fulfillment centers span the US, Canada, the U.K., and Mainland Europe. We never outsource, ensuring quality and consistency.
    ● Proprietary Technology: We've eliminated the need for tribal knowledge with our AI-powered platform. It provides a real-time, unified view of inventory and orders, giving our merchants the control and visibility they need to succeed.
    ● Unrivaled Support: We provide hands-on, "mom and pop" support with a global reach. Our dedicated teams are on-site at every fulfillment center, ready to jump into action.
    ● Transparent Pricing: We believe in honest, long-term partnerships. Our all- inclusive pricing means predictable costs, with no hidden fees or surprises.
    ● Committed to the Future: We invest over $10 million annually in research and development to ensure our technology and services continually evolve, helping merchants plant roots with a partner who is here to stay.

Our Core Values

Our values are the heart of our culture. We're looking for individuals who embody these principles every day.

  • Merchant-first: We handle the logistics so our merchants can focus on what they do best—growing their business.
  • People make ShipMonk: We believe in our team and invest in our people.
  • Own it: We take ownership of our work, our mistakes, and our successes.
  • Get sh*t done: We're a fast-paced, high-growth company that values action and results.
  • Change the score: We challenge the status quo, constantly innovating and improving.

ShipMonk is an equal opportunity employer. We value diversity and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

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