Technical Recruiter

Who you are

• 5+ years of full-cycle technical recruiting experience in high-growth SaaS/startup environments
• Experience recruiting across multiple technical functions (Engineering, Product, Data/ML, Design, IT/Security)
• Comfortable sourcing passive candidates directly, not just relying on inbound
• Working knowledge of technical role requirements well enough to screen for skill and calibrate seniority across functions
• Proficiency with ATS (e.g., Lever, Greenhouse) and sourcing tools (LinkedIn Recruiter, GitHub, etc.)
• Strong communication skills; comfortable pushing back on hiring managers as needed

What the job involves

• Doxel is looking for a Technical Recruiter (Full-Time Contract) to help build and scale our technical hiring engine
• As Doxel's dedicated technical recruiting partner, you'll work closely with our Senior Recruiting Team on full-cycle hiring across Engineering, Product, Data/ML, Design, and IT/Security roles, while helping shape how we identify, evaluate, and close top technical talent
• You'll partner directly with engineering, product, and technical leadership to build sourcing strategy, calibrate technical bars, and drive a hiring process that moves fast without sacrificing quality
• This is a hands-on, full-cycle role for someone who thrives in a fast-moving, high-growth SaaS environment
• This role is a Full-time contract, 3–6 months with potential for extension
• Own full-cycle technical recruiting:
• Conduct full-cycle recruiting across Engineering, Product, Data/ML, Design, and IT/Security roles, from intake through offer
• Proactively source and engage candidates through job boards, sourcing tools, technical communities (e.g., GitHub), referrals, and outbound outreach
• Build and maintain talent pipelines for current openings and anticipated future hiring needs across multiple technical functions
• Deliver a best-in-class candidate experience that strengthens Doxel's technical talent brand
• Drive recruiting process and rigor:
• Partner with hiring managers to define role scope, must-have skills, and calibrated interview loops across functions
• Help build sourcing playbooks and technical screening frameworks in partnership with Recruiting team and Technical leadership
• Use recruiting data (pipeline conversion, time-to-fill, source effectiveness) to improve speed and quality of hiring
• Maintain ATS hygiene and reporting so hiring status is visible and accurate
• Be a trusted partner to technical leadership:
• Advise hiring managers on market conditions, competitive offers, and realistic timelines
• Help calibrate leveling and interview standards across roles and functions
• Flag pipeline or market risks early so leadership can adjust hiring plans
• What Success Looks Like:
• Technical hiring runs with speed, consistency, and a strong bar across all functions
• Hiring managers trust your read on candidates and market conditions
• Time-to-fill decreases while quality-of-hire and candidate experience improve
• Recruiting process is documented, repeatable, and scales as the team grows