Technical Recruiter, Shared Services -Recruiting

Technical Recruiter responsible for full-cycle recruitment of IT professionals, building diverse technical talent pipelines in a hybrid Plano, TX role with occasional travel.

Responsibilities

• Collaborate with hiring managers to shape sourcing approaches, guide screening and interview practices, and craft or refresh job descriptions; evaluate staffing needs through regular intake sessions.
• Conduct initial phone screenings to assess technical capabilities and cultural fit, presenting disposition recommendations to the hiring teams.
• Coordinate scheduling of phone screens, onsite interviews, and remote interviews involving multiple participants.
• Manage end-to-end recruitment, including posting roles, sourcing and screening candidates, extending offers, initiating background checks and drug screens, and preparing onboarding documents for candidate presentation.
• Develop and sustain relationships with prospective candidates with an eye toward long-term hiring and retention objectives.
• Engage passive candidates by communicating the organization’s benefits, perks, and industry recognitions.
• Collaborate with the Vice President of Recruiting and Employee Engagement and the Talent Acquisition Manager to design and expand a technical recruiting strategy that builds a diverse pipeline across all business units and levels.
• Perform additional duties as assigned.

Requirements

• Bachelor's degree or an equivalent blend of education and relevant work experience.
• Minimum five years of full-cycle talent acquisition experience, including technical recruiting.
• Experience sourcing for a broad spectrum of technical roles such as software engineering, cloud, data, cybersecurity, infrastructure, and related areas.
• Working knowledge of software development, web development, AI/machine learning, UX/UI design, and common programming languages (e.g., Python, Java, Ruby, Spark) to assess technical talent.
• Proven ability to evaluate technical candidates and partner effectively with hiring managers and cross-functional teams.
• Extensive sourcing experience using LinkedIn Recruiter, Boolean search, social media, ZoomInfo, and similar tools.
• Track record of building candidate pipelines, engaging passive candidates, and hiring top talent in fast-paced, high-growth environments.
• Experience with modern ATS/CRM platforms; iCIMS experience preferred.
• Knowledge of technology staffing and contingent workforce practices; experience managing third-party recruiting vendors preferred.
• Experience ensuring compliance with employment regulations and recruiting policies.
• Strong analytical and strategic thinking with the ability to interpret data, solve complex problems, and develop effective recruiting strategies.
• Excellent project management, presentation, negotiation, and decision-making skills.
• Outstanding written, verbal, and interpersonal communication with the ability to build credibility across all levels of the organization.
• Customer-service orientation focused on delivering an exceptional candidate and hiring manager experience.
• Highly organized and self-motivated, capable of managing competing priorities and meeting deadlines in a dynamic environment.
• Demonstrated urgency, resourcefulness, professionalism, discretion, integrity, and a collaborative, results-driven work ethic.
• Proficient in Microsoft Office applications, especially Excel, Word, PowerPoint, and Outlook.
• Ability to work onsite 3–4 days per week in a collaborative environment.

Technologies

• Python
• Java
• Ruby
• Spark
• iCIMS
• LinkedIn Recruiter
• ZoomInfo
• Microsoft Excel
• Microsoft Word
• Microsoft PowerPoint
• Microsoft Outlook

Benefits

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Retirement plan
• Vision insurance

A Day in the Life

• Collaborate with hiring managers to develop targeted strategies across all organization levels.
• Own and maintain a pipeline of technical roles from entry to executive levels.
• Oversee the full recruiting cycle, including sourcing, screening, interview scheduling, and preparation of offer and onboarding documents, coordinating with staffing agencies as needed.
• Lead initiatives to source and sustain a diverse talent pipeline in engineering, data, and IT; advise HR and Legal on sponsorship and immigration matters.
• Build strategic partnerships to support talent attraction and employer branding efforts.
• Recommend participation in virtual and in-person networking, recruiting, and community events to grow networks and identify talent.

IT Staffing Development and Strategy

• Establish credibility with hiring managers by delivering high-quality, technically deep candidates quickly and cost-effectively.
• Work onsite with engineering and IT leaders to calibrate candidate profiles and technical requirements.
• Coordinate third-party agency partnerships and pipeline activity; identify opportunities to reduce agency reliance and recruiting costs.
• Maintain an objective, data-driven list of preferred agency partners and guide vendor selection to maximize approved vendors’ utilization.
• Coordinate with HR and Legal to facilitate candidate immigration and visa documentation.

Technical Recruiting Expertise

• Engage technical talent and hiring leaders in credible discussions about engineering roles, tech stacks, and labor market conditions.
• Utilize data-driven recruiting to monitor pipeline health, optimize sourcing, and improve outcomes.
• Act as a trusted advisor to managers and candidates, maintaining strong employer branding and delivering an exceptional candidate experience while fostering long-term relationships.
• Apply advanced sourcing strategies to reach passive talent through specialized channels beyond traditional job boards and LinkedIn, including communities, open-source platforms, campus recruiting, conferences, referrals, and market intelligence.

Business Relationships

• Build and maintain partnerships with community organizations, universities, and admissions staff to identify emerging talent and strengthen pipelines.
• Keep business partners informed of recruitment progress with regular meetings, reports, and market updates; present initiatives, metrics, and trends, and propose solutions.
• Collaborate with HR, Legal, and managers to ensure compliance with laws, policies, and visa requirements related to hiring decisions.
• Serve as primary contact for sponsorship and immigration matters, coordinating documents with candidates, HR, and Legal.
• Partner with the Talent Acquisition Manager to refine strategies, improve processes, and provide support across units as needed.
• Represent the organization at virtual and in-person events to expand networks and identify prospective talent.
• Deliver an exceptional candidate experience throughout the recruitment lifecycle.

Vendors

• Maintain relationships with external partners including staffing agencies, technical recruiting specialists, universities, and professional associations.
• Support the Talent Acquisition Manager in negotiating and onboarding Staffing Master Service Agreements as requested.
• Evaluate IT staffing vendor performance; contribute to vendor scorecards and approved agency lists; hold vendors accountable to processes and delivery expectations.
• Help reduce overall IT agency spend tied to direct placements and contingent workers.