Sr. Technical Recruiter - Engineering
Job Description
This role will be based in Mountain View, Sunnyvale, or San Francisco.
At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.
We are looking for a full cycle Sr. Technical Recruiter to join our Engineering TA Team, focused on identifying, engaging, assessing, and hiring qualified technical talent. In this role, you will own the recruiting process end to end, including sourcing passive candidates, partnering closely with Sourcers and Hiring Managers to engage and close active candidates, and building strong pipelines of best-in-class talent for LinkedIn through thoughtful and innovative outreach strategies.You will work to reduce the time it takes to fill each position, while continuously improving the candidate and Hiring Manager experience. In this role, you will work on a combination of pipeline and custom requisitions across Engineering.
Responsibilities:
Talent Acquisition Execution
• Leads strategy and kickoff meetings with hiring managers by leveraging data and insights to influence and advise role requirements, business needs, and timelines for complex roles in Systems Infrastructure and Engineering.
• Leverages domain expertise to evaluate candidates for senior positions using skills assessments and behavioral interviewing and sources candidates when necessary.
• Designs and executes candidate experience strategies for critical/hard-to-fill roles and coaches hiring managers on engagement best practices driving employer brand impact and turning candidates into promoters.
• Demonstrates expertise in navigating the hiring process across all members of the hiring team and Global Talent Organization (GTO) partner teams.
• Champions recruiting processes and ensures accuracy of data in systems to enable reliable reporting, compliance, and decision-making, addressing gaps and driving consistency.
• Proactively plans risk and nurture strategy reviews and facilitates regular meetings to align on pipeline/hiring updates for complex roles.
• Utilizes mastery of negotiation techniques using knowledge of candidate motivators to influence decision making.
• Monitors and tracks progress against agreed upon core delivery metrics and goals to meet business hiring demand.
Talent Strategy and Stakeholder Management
• Influences and advises hiring managers and interview teams to build a skills-based and inclusive hiring process.
• Proactively leverages market data and insights to attract top talent and inform talent strategies.
• Analyzes and provides consultation on interview and assessment outcomes to influence hiring decisions, identifying and promoting areas where the candidate meets core needs of team.
• Identifies opportunities to improve processes and plays a key role in change efforts by embracing new practices, modeling best behaviors, guiding hiring managers, and sharing knowledge to influence others through transitions.
• Evaluates and introduces artificial intelligence (AI) solutions to optimize team workflows, improves data-driven decision-making, and shares best practices to build team fluency.
• Leads team participation in Customer Zero initiatives, synthesizes structured feedback, and partners with product teams to validate solutions and surface adoption challenges.
• Manages components of projects across the function or business unit.
• Regularly strategizes with, and influences, the functional team and key strategic partnerships that influence the talent pipeline.
• Actively seeks coaching and mentoring opportunities within and outside of immediate team, focusing on a growth mindset and a willingness to continuously upskill and provides informal guidance to junior individual contributor levels.
Requirements
Department: GTO
Function: Human Resources
Experience Level: Mid-Senior Level