Lead Technical Recruiter
At SeatGeek, we believe in the power of live events and how technology can simplify and modernize the ticketing industry. This is where you join us as a Lead Technical Recruiter, where you'll lead the full lifecycle hiring for our most challenging and high-visibility technical searches. These roles include senior and staff-level engineers, data and ML specialists, product managers, and designers. With a high degree of autonomy and a track record of building sourcing strategies and sourcing from scratch, you'll build playbooks that the rest of the team can use. You'll serve as a trusted advisor to senior engineering, data, and product leaders, shaping role scope, leveling, interview design, and hiring strategy rather than executing against a predefined spec. Your role will also involve influencing headcount planning and role scoping by bringing market, compensation, and organizational context to decisions, and testing and adopting AI across sourcing, screening, outreach, and scheduling. This role will report to the Director of Talent Acquisition.
What you'll do
- Own complex technical and product searches from intake through close, including niche, emerging, and confidential roles, partnering with recruiting leadership on executive searches
- Build sourcing strategies from scratch through market mapping, competitive research, and targeted outbound campaigns, while managing multiple high-complexity searches without sacrificing pipeline momentum or candidate experience
- Advise on compensation and offer strategy, close candidates in competitive markets, and provide leaders with clear insight into hiring health
- Serve as a trusted advisor to senior engineering, data, and product leaders, shaping role scope, leveling, interview design, and hiring strategy rather than executing against a predefined spec
- Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall, and provide leaders with clear insight into hiring health
- Influence headcount planning and role scoping by bringing market, compensation, and organizational context to decisions
- Use funnel, pipeline, and time-to-fill data to diagnose search challenges and adjust strategy in real time
- Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process, and stakeholder approach while escalating broader resourcing and headcount decisions
- Test and adopt AI across sourcing, screening, outreach, and scheduling, scale what works and retire what doesn’t
- Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
- Build reusable playbooks, market intelligence, and best practices that elevate the broader recruiting team
- Mentor recruiters and sourcers on sourcing, stakeholder management, and closing while sharing candidates, intelligence, and pipeline across the team
- Set the standard for collaboration, adaptability, and execution, especially as priorities shift and hiring pressure increases
What you have
- 8+ years of full lifecycle technical recruiting, including senior and staff-level IC hiring at a fast-growing technology company
- Depth across engineering, data, ML, product, and design, with the fluency to credibly engage senior candidates
- A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
- Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
- Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
- Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
- Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
- A reputation as a teammate who mentors, shares what they know, and raises the level of the team
Perks
- Equity stake
- Discretionary annual bonus
- Flexible work environment, allowing you to work as many days a week in the office as you'd like or 100% remotely
- AWF (Office Work From) stipend to support your home office setup
- Unlimited PTO
- Up to 16 weeks of fully-paid family leave
- 401(k) matching
- Student loan matching program
