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Technical Recruiting Jobs (NOW HIRING)

Chainguard

Technical Recruiting Manager

$160K - $205K/yr

We're looking for a Technical Recruiting Manager who can raise the bar on technical hiring, build the infrastructure that doesn't exist yet, and operate as a genuine thought partner to our CPO, Head ...

Zoox

Manager, Technical Recruiting

Foster City, CA · On-site

$160K - $222K/yr

Zoox is seeking an experienced Technical Recruiting Manager to lead one of our teams focused on hiring engineering talent. In this role, you will partner with engineering leaders to develop and ...

Headway

Director, Technical Recruiting

New York, NY · On-site +1

$212K - $265K/yr

Headway is hiring a Director of Technical Recruiting to lead and scale R&D hiring across Engineering, Data, Product, Design, Security, and IT. As the most senior leader overseeing technical ...

Skild AI

Technical Recruiting Coordinator

San Mateo, CA · On-site

$22.75 - $30.50/hr

Partner closely with recruiters and hiring managers to keep pipelines moving * Maintain accurate ... Experience supporting technical hiring (engineering, robotics, hardware, or AI) * Background in HR ...

Skild AI

Technical Recruiting Coordinator

San Mateo, CA

$22.75 - $30.50/hr

Partner closely with recruiters and hiring managers to keep pipelines moving * Maintain accurate ... Experience supporting technical hiring (engineering, robotics, hardware, or AI) * Background in HR ...

Layer Health

Technical Recruiting Lead

Boston, MA · On-site

$150K - $200K/yr

We're hiring an experienced Technical Recruiting Lead to help build the team that will define the future of Layer Health. Recruiting is one of the most important functions at Layer Health. Every hire ...

Layer Health

Technical Recruiting Lead

Boston, MA

$150K - $200K/yr

We're hiring an experienced Technical Recruiting Lead to help build the team that will define the future of Layer Health. Recruiting is one of the most important functions at Layer Health. Every hire ...

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Technical Recruiting information

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$69.6K

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How much do technical recruiting jobs pay per year?

As of Jun 27, 2026, the average yearly pay for technical recruiting in the United States is $69,588.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,500.00 and $84,500.00 per year, depending on experience, location, and employer.

What is the 70 30 rule in hiring?

The 70 30 rule in hiring suggests that recruiters should spend approximately 70% of their time sourcing and engaging candidates, and 30% on interviewing and evaluating them. For technical recruiting, this emphasizes the importance of proactive talent sourcing and building a strong candidate pipeline to fill roles efficiently.

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.

What jobs pay $10,000 a week?

In technical recruiting, high earnings are typically associated with senior or executive-level roles, such as recruiting directors or headhunters, who may earn $10,000 or more weekly through commissions and bonuses. These positions often require extensive industry experience, strong networks, and performance-based incentives, but such high weekly pay is uncommon for standard recruiting roles and usually reflects top-tier performance or specialized markets.

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 company size. They often receive additional compensation through bonuses and commissions, especially when successfully placing candidates in high-demand roles. Overall, the role can be financially rewarding for those with strong networking and sourcing skills.

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 does a technical recruiter 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 applicant tracking systems, conduct interviews, and collaborate with hiring managers to fill technical positions efficiently.

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.
More about Technical Recruiting jobs
What cities are hiring for Technical Recruiting jobs? Cities with the most Technical Recruiting job openings:
What are the most commonly searched types of Technical Recruiting jobs? The most popular types of Technical Recruiting jobs are:
What states have the most Technical Recruiting jobs? States with the most job openings for Technical Recruiting jobs include:
Technical Recruiting jobs near you
Infographic showing various Technical Recruiting job openings in the United States as of June 2026, with employment types broken down into 75% Full Time, 19% Part Time, and 6% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $69,588 per year, or $33.5 per hour.
Technical Recruiting Manager

Technical Recruiting Manager

Chainguard

Remote

$160K - $205K/yr

Full-time

Medical, Dental, Vision

Posted 5 days ago

Job description

Chainguard is the trusted source for open source. By delivering hardened, secure, and production-ready builds of all the open source software engineers and AI agents rely on, Chainguard helps organizations build faster, stay compliant, and eliminate risk.
Our customers include Fortune 500 enterprises and global industry leaders, including Anduril, Canva, Fortinet, Hewlett Packard Enterprise, OpenAI, Snap Inc., and Snowflake.
Chainguard is venture-backed by leading investors, including Amplify, IVP, Kleiner Perkins, Lightspeed Venture Partners, Mantis VC, Redpoint Ventures, Sequoia Capital, and Spark Capital.
The role, in a nutshell:
Chainguard is securing the open source software supply chain, the infrastructure every modern engineering team depends on. We're growing fast, and how we hire technical talent will define the shape of our engineering and product organizations for years to come. We're looking for a Technical Recruiting Manager who can raise the bar on technical hiring, build the infrastructure that doesn't exist yet, and operate as a genuine thought partner to our CPO, Head of Engineering, and CISO. If you've watched an engineering org double in size and know exactly what breaks at that inflection point, this is your role.
What you'll do
  • Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth, including those who are already strong.
  • Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation.
  • Standardize technical interviewer training: build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard.
  • Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation.
  • Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

What we're looking for
  • 8+ years in technical recruiting, including at least 2 years managing a team, you've supported an engineering org through significant scale and know what had to be built at each stage.
  • An independent, developed point of view on what strong engineering and PM talent looks like, you can coach your recruiters to hold that same bar and have a credible conversation with a skeptical engineering leader about what recruiting can actually improve.
  • Infrastructure builder, not just a process runner, you've stood up at least one of the following from scratch: interview committees, interviewer training programs, or calibration frameworks.
  • Stakeholder credibility, you push back when you're right, bring data when you disagree, and build trust with leaders who have high standards.
  • Strong team developer, you know how to coach high-performing ICs to get stronger and manage through performance issues without letting them drag the team.
  • Closer and seller, you know how to position Chainguard against a late-stage pre-IPO, a FAANG team, and an early-stage startup, and you've closed candidates who had better-known options.

Base Salary Range
$160,000-$205,000 USD
About Us
We live and breathe our company values:
  • We are customer obsessed - We focus on delivering solutions to our customers that create value and make their lives better.
  • We have a bias for intentional action - We prioritize, plan, try things, and fail fast.
  • We don't take ourselves too seriously (but we do serious work) - We are solving an important problem which takes focus, but we also like to enjoy the journey.
  • We trust each other and assume good intentions - We're transparent with decisions to empower team members to make well informed decisions.

A few of the benefits we offer:
  • Flexible & Remote-First Culture: Work remotely with team meetup opportunities, bi-annual destination summits, and a monthly stipend for coworking spaces, phone and internet costs.
  • Our Approach to Equity: Receive stock options upon hire and promotion. Plus, you can participate in secondary offerings and have 10 years to exercise your options (yes, you read that correctly: 10 years!).
  • 100% Covered Health Insurance: We cover 100% of your health, vision and dental insurance premiums for you and your dependents. Nothing comes out of your paycheck.
  • ∞ Flexible Time Off: Take the time you need - to do our best work, we need to recharge and reset.
  • 18 Weeks Paid Parental Leave: We offer 18 weeks for birthing parents and 12 weeks for non-birthing parents, with the option to use it all at once or throughout your child's first year.

If your experience is close but doesn't fulfill all requirements, please apply. We're building the best team in technology and are focused on hiring "Chainguardians" with unique backgrounds, perspectives, and experiences.
Chainguard is an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.
By submitting your application, you acknowledge that Chainguard will process your personal data in accordance with Chainguard's Global Candidate Privacy Notice.
©2026 Chainguard. All Rights Reserved.

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