cognition - Technical Recruiter - APAC
Requirements
• Proven experience recruiting technical talent for high-growth technology companies. • Strong understanding of enterprise software, SaaS, AI, infrastructure, developer tools or cloud markets. • Experience hiring across multiple APAC markets • Ability to identify and engage high-calibre passive candidates. • Strong stakeholder management skills with the confidence to push back, calibrate and advise senior hiring leaders. • Excellent written and verbal communication in English • High agency, high ownership and strong attention to detail. • A track record of hiring bar-raising commercial talent in competitive markets. • Comfort operating in a fast-changing, 0 to 1 environment. • Strong sourcing discipline and the ability to build pipeline without relying on inbound or agencies. • A builder mindset: you improve the system while delivering the work. • WHAT MAKES YOU STAND OUT • You have helped build early teams in new international markets. • You have recruited for frontier AI, developer tools, infrastructure, cloud or enterprise software companies. • You understand both technical hiring and technical-adjacent GTM roles. • You have experience partnering with regional GMs, VPs or and/or founding country leaders. • You are comfortable moving between strategic talent mapping and hands-on execution. • You care deeply about quality, not just speed. • You know how to close candidates who have multiple options.
Responsibilities
• Own end-to-end recruiting for technical roles across the APAC region. • Build deep talent maps across enterprise software, AI, developer tools, cloud, infrastructure and high-growth technology companies. • Partner with hiring managers to define role requirements, calibration, interview process and candidate profile. • Source, engage and close exceptional passive candidates. • Represent Cognition’s story with clarity, credibility and energy in market. • Drive candidates through a high-bar hiring process while maintaining an excellent candidate experience. • Use data and market insight to help leadership understand pipeline quality, conversion, compensation signals and hiring risks. • Work closely with international talent leadership to improve process, raise the bar and build scalable recruiting muscle across APAC. • Act as a talent advisor, not an order taker.
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