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Technical Recruiting Jobs in Maine (NOW HIRING)

TSMG

Technical Field Specialist

Bangor, ME · On-site

About the Role Join the team as a Technical Field Specialist and play a vital role in testing pre ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

TSMG

Technical Field Specialist

Lewiston, ME

About the Role Join the team as a Technical Field Specialist and play a vital role in testing pre ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

TSMG

Technical Field Specialist

Lewiston, ME · On-site

About the Role Join the team as a Technical Field Specialist and play a vital role in testing pre ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

TSMG

Technical Field Specialist

Bangor, ME · On-site

About the Role Join the team as a Technical Field Specialist and play a vital role in testing pre ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Georgia

Highschool Coordinator/Recruiter

Augusta, ME

$53K - $55K/yr

Coordinates the development and implementation of dual, joint, and Accel enrollment programs as well as articulation at a technical college. * Attends recruiting events to increase awareness about ...

Uasys

Admissions Counselor/Recruiter

Bangor, ME

$39K - $52K/yr

... Technical School, designed to provide relevant workforce training for four counties in southwest ... The Admissions Counselor/Recruiter works under the direction of the Director of Admissions ...

Vantage Point Recruiting

Product Engineer

Saco, ME · On-site

Write technical reports and give technical updates * Develops technical documentation for all projects to support parametric outcomes * Confer with management, production, facilities, and EHS staff ...

Vantage Point Recruiting

Controls Engineer

Biddeford, ME

$87K - $113K/yr

Successful candidates will achieve results in solving technical problems, designing new equipment, improving existing processes, and supporting customer focused programs. There will be opportunities ...

Enhance Recruiting

Electrical Engineer

Biddeford, ME

Collaborate with engineering, manufacturing, and technical support teams. * Assist with hands-on wiring, electrical assembly, and troubleshooting as needed. * Support certification efforts with UL ...

Vantage Point Recruiting

Help Desk Analyst

Augusta, ME · On-site

$20.25 - $27.75/hr

Our client is seeking a person with technical experience in Cisco switches/routers, who will operate the Network Service's Tier 2 trouble resolution and to manage inventory operations. This person ...

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All JobsTechnical Recruiting JobsTechnical Recruiting Jobs in Maine

Technical Recruiting information

See Maine salary details

$26.1K

$67.4K

$113.8K

How much do technical recruiting jobs pay per year?

As of Aug 28, 2026, the average yearly pay for technical recruiting in Maine is $67,375.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,900.00 and $81,800.00 per year, depending on experience, location, and employer.

What is technical recruiting?

Technical recruiting is the process of finding, attracting, and hiring candidates for technology-focused positions such as software engineers, data scientists, IT specialists, and other roles that require specialized technical skills. Technical recruiters work closely with hiring managers to understand job requirements, source qualified candidates, conduct interviews, and manage the hiring process. They often use specialized tools and platforms to reach candidates with the right technical expertise, and must stay updated on industry trends and emerging technologies.

How does a technical recruiter typically collaborate with engineering teams during the hiring process?

Technical Recruiters work closely with engineering managers and technical leads to understand the specific skill sets and experience required for each role. They often participate in intake meetings to clarify job requirements, and they may join calibration sessions to align on candidate evaluation criteria. Throughout the process, Technical Recruiters coordinate interviews, gather feedback from engineering staff, and help facilitate decision-making meetings. This close collaboration ensures that only candidates who meet both technical and cultural needs move forward, and it helps foster a streamlined, transparent hiring process.

What are the key skills and qualifications needed to thrive as a technical recruiter, and why are they important?

To thrive as a Technical Recruiter, you need a solid understanding of technical roles and requirements, strong sourcing abilities, and typically a background in human resources or recruiting. Familiarity with applicant tracking systems (ATS), LinkedIn Recruiter, and Boolean search techniques is essential. Excellent communication, relationship-building, and negotiation skills help you connect with candidates and hiring managers effectively. These competencies are crucial for matching top technical talent with organizational needs and ensuring a smooth, efficient recruitment process.

What is the difference between Technical Recruiting vs Software Recruiting?

AspectTechnical RecruitingSoftware Recruiting
FocusRecruiting candidates for technical roles across various engineering and IT disciplinesSpecifically recruiting software developers and engineering roles in software companies
Required CredentialsKnowledge of technical skills, certifications, and industry terminologySimilar credentials, with emphasis on software development skills and programming languages
Work EnvironmentTech companies, staffing agencies, or corporate HR teamsPrimarily in software and tech firms, startups, or consulting agencies

Technical Recruiting and Software Recruiting both involve sourcing technical talent, but Technical Recruiting covers a broader range of technical roles beyond software, such as hardware, network, and cybersecurity positions. Software Recruiting is specialized in hiring software developers and engineers. While their skills and environments overlap, the key difference lies in the scope of roles targeted.

Do technical recruiters get paid well?

Technical recruiters typically earn competitive salaries that vary based on experience, location, and the size of the company. They often receive additional compensation through bonuses and commissions, especially when successfully placing candidates in hard-to-fill roles. Overall, the role can be financially rewarding for those with strong networking and sourcing skills.

How do you become a technical recruiter?

To become a technical recruiter, you typically need a bachelor's degree in human resources, business, or a related field, along with strong communication and interpersonal skills. Gaining experience in recruiting, understanding technical roles and skills, and becoming familiar with applicant tracking systems and sourcing tools are also important steps.

What does a technical recruiting do?

A technical recruiter is responsible for sourcing, screening, and hiring candidates for technical roles such as software developers, engineers, and IT specialists. They often use tools like applicant tracking systems and conduct interviews to assess technical skills and cultural fit, ensuring the organization attracts qualified talent.
Technical Recruiting jobs near you
Infographic showing various Technical Recruiting job openings in Maine as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 8% Part Time, 3% Temporary, 2% Contract, and 1% Nights. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $67,375 per year, or $32.4 per hour.

Lead, Technical HCM Application

Long Island, ME • Hybrid

CardWorks

9.1

Company rating: 9.1 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

1st of 21 rated payment service providers

Great coworkers

People enjoy working here

Good employer

Learn more about CardWorksexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 5 days ago

Job description

Become an everyday champion - and build a career where your impact fuels financial progress.


What We Do

CardWorks Financial Group is a diversified financial services platform building ethical solutions across credit, lending, and the full customer lifecycle. Through our family of companies, CardWorks Financial Group tackles the complex challenges that larger financial institutions leave behind. We're embedded throughout the credit card ecosystem as a lender, servicer, and merchant acquirer.

Who We Are

  • Merrick Bank: The bank that builds
  • CardWorks Servicing: One partner, total performance
  • Carson Smithfield: Resolution with respect

With nearly 40 years of operating history, our track record is solid: disciplined in downturns and built to accelerate in recovery. The CardWorks Financial Group companies take precise approach in complex markets, as a top three non-prime focused general purpose card issuer and a top fifteen U.S. merchant acquirer.

Our team tackles the industry's most complex credit and payment challenges. And we believe that excellent work starts with a team that feels supported, respected, and empowered to grow.

CardWorks Servicing, LLC provides end-to end operational servicing functions for credit cards, secured cards, and installment loans. We service consumer and small business loans across the credit spectrum and offers backup servicing and due diligence services to capital providers and trustees.


Founded in 1997, Merrick Bank is an FDIC-insured financial institution headquartered in South Jordan, Utah, with over $10 billion in assets. A wholly owned subsidiary of CardWorks Financial Group, Merrick Bank serves roughly five million cardmembers and more than 100,000 merchant customers, offering credit cards, recreational loans, deposit accounts, merchant services and bank sponsorships to consumers and businesses.

Carson Smithfield, LLC provides a variety of post-charge-off debt recovery services, including digital self-service, IVR, live agent, and external agency management.

Position Summary and Role Impact:


We are seeking an experienced HCM Application Technical Lead who combines strong functional knowledge of Human Capital Management processes with hands-on technical expertise across the Workday platform. This is a hybrid role for someone equally comfortable partnering with HR business stakeholders on process design and configuration as they are building integrations, custom reports, and Extend applications. The ideal candidate has deep experience with Workday Studio, Workday Extend, integration development, and complex workflow/business process configuration.

Essential Functions:

  • Serve as the primary technical lead for Workday HCM, ensuring platform stability, data integrity, and optimal configuration across core HCM modules (e.g., Core HR, Compensation, Benefits, Talent, Absence, Recruiting, or similar as applicable)
  • Partner with HR, Payroll, IT, and business stakeholders to gather requirements, translate business needs into system configuration, and recommend best-practice solutions
  • Configure and maintain business processes, security groups, organization structures, and condition rules
  • Design, build, and maintain integrations using Workday Studio, Core Connectors, EIB, and Workday-delivered web services (SOAP/REST APIs)
  • Develop, extend, and support custom applications using Workday Extend, including Extend App Builder, Orchestrations, and custom objects
  • Build and maintain custom reports (advanced, matrix, composite, and calculated fields) to support operational and analytical reporting needs
  • Develop and support API-based integrations with third-party and downstream systems (benefits carriers, payroll vendors, ATS, background check providers, etc.)
  • Monitor integration performance, troubleshoot failures, and implement error handling and alerting mechanisms
  • Design and configure complex, multi-step business processes and approval workflows, including conditional routing, notifications, and custom validations
  • Optimize existing workflows for efficiency, compliance, and user experience
  • Support semi-annual Workday releases, including impact assessment, regression testing, and feature adoption planning
  • Provide tier 2/3 production support, troubleshooting configuration and data issues, and managing case escalations with Workday support
  • Document business process configurations and maintain a library of configuration/design decisions

Requirements for Success:

Education & Experience:

  • Bachelor's degree in Information Systems, Human Resources, Business, Computer Science, or a related field, or equivalent practical experience
  • 4+ years of hands-on Workday HCM administration experience
  • Proven experience building and supporting integrations using Workday web services, SOAP/REST APIs, EIB, and Core Connectors
  • Strong background in custom report development (advanced, matrix, calculated fields)
  • Substantial experience configuring business processes and workflows, including condition rules and security
  • Demonstrated experience with Workday Studio and Workday Extend (App Builder and Orchestrations)
  • Workday Pro Certification(s) in HCM, Integrations, Extend, or Studio preferred

Knowledge, Skills and Capabilities:

  • Solid understanding of core HCM data structures (organizations, positions, workers, supervisory orgs)
  • Working knowledge of Workday security architecture (domain and business process security)
  • Strong analytical and troubleshooting skills, with the ability to diagnose issues across configuration, data, and integration layers
  • Ability to translate business requirements into scalable, well-documented technical solutions
  • Excellent communication skills, with the ability to work directly with both technical and non-technical stakeholders
  • Familiarity with Workday Prism Analytics or other reporting/BI tools a plus
  • Comfortable operating in agile delivery environments and supporting organizational change management
  • Ability to manage multiple priorities and deliverables in a fast-paced, evolving HR technology landscape

The salary range for this position, if located in NY Metro/NY State is $131,393 to $145,992. However, please note that the salary range will vary for other geographic areas.

#INDHP

Our Employee Value Proposition

  • Competitive Pay, including a Bonus Target or Variable Pay Incentive Program
  • Benefits Package -Medical, Dental, and Vision (plus much more)
  • 401(k) Plan with Company Match
  • Short- & Long-Term Disability
  • Wellness Programs
  • Group Life and AD&D Insurance
  • Paid Vacation, Sick Days and bank Holidays
  • Employee Engagement Activities including Employee Appreciation Day, DEI Employee Resource Groups, Corporate Social Responsibility, Service Recognition

We offer a total rewards package comprised of a competitive base rate of pay, variable pay incentive programs based on the role, and a comprehensive benefit suite. Offered rates of pay are determined based on job-related knowledge, relevant experience, skills, certifications, and geographic location.


We are proud to be an equal opportunity employer. All qualified applicants will receive consideration without regard to age, race, color, sex, or gender identity/expression (including pregnancy, childbirth, transgender status, or sexual orientation), religion or creed, ancestry, citizenship, national origin, disability, military or veteran status, marital status, genetic information, or any other characteristic protected by applicable law.

We do not tolerate discrimination, harassment, or retaliation. Employment decisions are based solely on qualifications, merit, and business needs. Everyone is welcome here, and we hire based on your ability to do the job, not any protected characteristics.

If you need help or reasonable accommodation during the application or hiring process, please let your TA Partner know.


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