Venti Technologies - Senior Recruiter
Requirements
• Education: Bachelor's degree in Computer Science, Engineering, Human Resources, or a relevant field; a deep understanding of technical terminology is required. • Proven Experience: 5 to 8 years minimum of full-cycle recruitment experience, with a strong, proven track record of managing complex technical portfolios and hiring for advanced software & hardware engineer roles; ideally within the Autonomous Vehicles & Robotics industry. • Communication: Excellent communication and interpersonal skills, with the ability to converse credibly with highly technical candidates and technical executives alike. • Leadership: Demonstrated leadership abilities and experience coordinating technical interview panels or mentoring junior recruiters. • Market Knowledge: In-depth knowledge of tech industry trends, modern tech stacks (e.g., cloud infrastructure, data pipelines, modern frameworks), and advanced technical sourcing techniques (GitHub, Stack Overflow, Boolean strings). • Problem-Solving: Exceptional problem-solving, negotiation, and closing skills, particularly when managing complex, competitive technical compensation packages. • Organisational Thinking: Strong analytical capability on organisation design, with the ability to map technical talent landscapes to long-term organizational and engineering roadmaps. • Discipline: Strong discipline in adhering to hiring timelines, recruitment budgets, and compliance standards, with a consistent track record of delivering on critical technical headcount commitments. • We also offer world-class benefits, fantastic culture, flexible working arrangements, and a great international working environment. Come and join us!
Responsibilities
• Technical Recruitment Delivery and Execution: Manage the end-to-end talent acquisition lifecycle for hardware and software engineering teams, ensuring technical hiring targets are met on time with top-tier talent. Collaborate with engineering leaders to deeply understand complex technical architectures and define precise role scopes. Develop strategic technical sourcing plans, manage pipeline metrics, and establish clear hiring milestones for niche technical skill sets. • Tech Stakeholder and Hiring Manager Management: Act as the primary point of contact for engineering leaders, ensuring clear communication, building trust, and maintaining strong advisory relationships. Partner with technical stakeholders to deeply understand their specific code-stack or infrastructure requirements and proactively manage expectations. Ensure a highly engaging, technically respectful candidate experience throughout the evaluation and technical assessment stages. • Recruitment Operations and Pipeline Management: Coordinate closely and communicate clearly with cross-functional teams, including HR & Finance teams to handle complex tech offers and equity discussions. Drive internal alignment on technical interview processes, organize calibration meetings, and ensure strict accountability across engineering interview panels. Establish clear roles, technical assessment structures, and communication flows. Implement and optimize technical recruitment tools (e.g., ATS tracking, technical screening platforms) to enhance sourcing efficiency and scalability. • Risk Assessment and Talent Mitigation: Identify potential bottlenecks and challenges associated with specialized technical pipelines (e.g., severe engineering skill shortages, competing tech offers) and develop aggressive mitigation strategies. Proactively monitor recruitment metrics, offer acceptance rates, and tech-sector market trends to make swift adjustments to sourcing strategies.
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