SentiLink - Staff/Principal Recruiter, Leadership & Strategic Hiring
Requirements
• 7+ years of full-cycle recruiting experience, ideally within a technology company or high-growth startup. • Demonstrated success independently leading complex, senior-level recruiting searches, including Director-level and above, with accountability from search strategy through close. • Deep expertise in talent-market mapping, research, sourcing, and proactive relationship building, with the ability to identify and engage exceptional talent beyond active applicants. • Proven ability to advise and influence executive stakeholders, navigate competing perspectives, and drive alignment on hiring strategy and talent decisions. • Strong judgment and comfort with ambiguity, including the ability to independently structure undefined problems, prioritize competing opportunities, and turn incomplete information into clear action. • Exceptional candidate relationship management, with a track record of delivering thoughtful, high-touch experiences and managing confidential or sensitive searches. • Strong operational and analytical skills, with experience using recruiting data, structured processes, and practical improvements to increase recruiting effectiveness. • Experience contributing to broader talent strategy, recruiting operations, or cross-functional initiatives beyond individual requisition ownership (preferred)
Responsibilities
• Own complex leadership and strategic searches from initial scoping through close, taking accountability for search strategy, candidate quality, stakeholder alignment, and hiring outcomes. • Own complex leadership and strategic searches • Develop comprehensive talent-market maps to identify target companies, leadership profiles, emerging talent, and competitive dynamics. Translate that research into actionable sourcing and hiring strategies. • Develop comprehensive talent-market maps • Partner directly with executives and senior hiring managers to define talent needs, challenge assumptions, calibrate candidate profiles, and guide difficult hiring decisions with sound judgment and market insight. • Partner directly with executives and senior hiring managers • Build and maintain relationships with exceptional talent, including passive candidates and individuals who may be relevant to future or opportunistic hiring needs. • Build and maintain relationships with exceptional talent • Deliver a highly personalized candidate experience, managing sensitive conversations, complex stakeholder dynamics, and nuanced closing processes with professionalism, discretion, and attention to detail. • Deliver a highly personalized candidate experience • Navigate ambiguous and evolving priorities, bringing structure to loosely defined searches, identifying tradeoffs, and proactively driving decisions and next steps without requiring extensive direction. • Navigate ambiguous and evolving priorities • Serve as a strategic and operational partner to the Head of Talent, helping prioritize recruiting investments, identify gaps and opportunities, and drive initiatives that improve the effectiveness of the broader talent function. • Serve as a strategic and operational partner to the Head of Talent • Build scalable recruiting practices by improving search planning, market intelligence, reporting, candidate engagement, and recruiting workflows. Use data and operational insights to identify problems and implement practical solutions. • Build scalable recruiting practices
Benefits
• Note: This salary range may be inclusive of several career levels, and the actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, and qualifications. • Employer paid group health insurance for you and your dependents • 401(k) plan with employer match (or equivalent for non US-based roles) • Flexible paid time off • Regular company-wide in-person events • Corporate Values: • Corporate Values: • Deep Understanding • Whatever It Takes • Do Something Smart
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