Senior Recruiter

Who you are

• 5+ years of full-lifecycle recruiting experience, including sourcing, screening, interview coordination, and offer negotiation in fast-paced, high-pressure environments
• Proven track record recruiting technical talent, with demonstrated success placing software engineers, infrastructure/DevOps, or security professionals in competitive markets
• Strategic recruiting mindset with ability to advise hiring partners on workforce planning, talent market trends, and long-term hiring strategy—moving beyond transactional recruiting
• Comfort with ambiguity and change; ability to thrive in evolving priorities, shifting business needs, and environments where recruiting strategy must adapt quickly to market conditions
• AI-minded approach to problem-solving: experience identifying automation opportunities in recruiting workflows, comfort experimenting with AI tools for sourcing and candidate engagement, and ability to articulate recruiting challenges that could benefit from custom AI solutions
• Experience recruiting in cybersecurity, SaaS, or high-growth tech sectors
• Familiarity with recruiting platforms and ATS systems (LinkedIn Recruiter, Greenhouse, Gem, or similar)
• Track record building and scaling recruiting strategies in geographically distributed organizations

What the job involves

• Okta seeks a skilled Senior Recruiter to drive full-lifecycle recruitment and build strategic talent pipelines for our Engineering organization across North America
• As part of our AMER Tech Recruiting team, you will be a trusted talent advisor responsible for sourcing, engaging, and delivering top-tier engineering talent while maintaining an "always recruiting" mindset in a fast-paced, high-growth environment
• Own full-lifecycle recruitment for Engineering and technical roles (Software Engineering, Site Reliability, Security, TPM, Product) across US & Canada, managing a flexible req load that scales with business priorities
• Partner strategically with hiring managers and leadership to understand talent needs, define role scope, advise on talent gap mitigation, and challenge assumptions to ensure hiring decisions strengthen long-term organizational capability
• Build and execute talent strategies that balance external hiring with internal mobility, creating sustainable pipelines that reflect commitment to diversity, inclusion, and high-performing engineering culture
• Drive metrics-informed recruiting decisions by developing KPIs, analyzing recruiting data, and using insights to optimize sourcing, candidate experience, and time-to-hire while maintaining judgment about data limitations
• Leverage AI and automation to identify talent gaps, streamline candidate screening, personalize outreach, and eliminate manual recruiting friction—partnering with Engineering and Product teams to build custom AI-powered recruiting solutions that scale your impact

Benefits

• Work from home opportunities
• Health + Wellness
• Financial Benefits
• Pay + Incentives
• Time Off
• Everyday Living
• Resources