voltus - Technical Recruiter
Requirements
• Proven full-cycle technical recruiting experience, ideally from an agency, search firm, or high-growth environment where you operated with ownership over your own book of business • Strong, demonstrated outbound sourcing skill; comfortable building pipelines without relying on inbound applicant flow • Experience sourcing through technical-specific channels like GitHub, Stack Overflow, or developer communities is a plus • A direct, assertive communication style; comfortable pushing back on hiring managers, challenging unclear specs, and holding firm to hiring criteria even under internal pressure • Comfort operating in ambiguity, in a company still defining what "great" looks like for its talent function • Experience recruiting for both technical (engineering) and product roles is a plus; we're open to strong generalist technical recruiters who can flex across both • No specific energy, cleantech, or utilities background required; what matters more is the ability to evaluate technical fit and think through hiring like the hiring manager would • Please note that at this time, we do not sponsor visas or transfers for new hires. Voltus teammates need to be authorized to work from their home location (in the US or Canada, unless otherwise indicated on the role description). • Additionally, while Voltus is an all-remote workplace, we have limitations on where employees are able to work for regulatory and security reasons. We expect that Voltans are working primarily from their home country. Working while traveling to other countries must be approved as per our Global Remote Travel Policy.
Responsibilities
• Own full-cycle recruiting for engineering and product roles, from intake through offer, with autonomy to run your own process • Build and execute outbound sourcing strategies rather than relying on inbound volume; proactively source top talent from other companies, not just from those with direct energy industry backgrounds • Partner directly with hiring managers and leadership across engineering and product to build clear, well-scoped job specs, and hold the line on that bar throughout the process • Move quickly and decisively once a strong candidate is identified; keep momentum through the process without unnecessary delay • Build sourcing strategies that specifically expand candidate diversity, including piloting relationships with specialized talent networks • Assess technical and product candidates for role-relevant thinking and problem-solving ability, not just resume pattern-matching to industry experience • Bring a point of view on where domain (energy/cleantech) experience genuinely matters for a role versus where transferable skill is enough • Act as a strategic partner to engineering and product leadership on hiring strategy, not just an order-taker executing reqs as they come in
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