RevenueCat - Senior Technical Recruiter

• Holds a ridiculously high bar. You understand that a false positive is far worse than a false negative. You know how to calibrate quickly with hiring managers, ask the right probing questions during a screen, and spot the difference between someone who is just "good" and someone who is truly exceptional. • Holds a ridiculously high bar. • Captains their own ship. You have a strong bias toward action. If a pipeline is drying up, you don't wait for permission - you spin up a new sourcing campaign in LinkedIn Recruiter, leverage AI tools to identify hidden talent, and get creative with your outreach. • Captains their own ship. • Distills collaborative chaos. You’re comfortable raising your hand and getting what you need from a dynamic organization. Whether it’s nudging an Engineering Manager to review a take-home assignment, or diving deep into a passthrough rate that looks off, you keep the process moving without compromising quality. • Distills collaborative chaos. • Knows technical profiles inside and out. You don't need to write production code, but you know the difference between a backend engineer and a developer advocate. You can speak credibly with highly technical candidates, understand their motivations, and accurately assess their technical depth before they ever speak to an engineer. • Knows technical profiles inside and out. • Cares deeply about the candidate experience. You operate with empathy and transparency. You know that even if a candidate isn't the right fit for us today, they should leave the process feeling respected and informed. You aren't above any task - whether it's scheduling an interview, configuring an automation workflow, or writing detailed interview prep notes. • Cares deeply about the candidate experience. • What You’ll Be Responsible For • Full-cycle recruiting: Owning the end-to-end hiring process for multiple technical and non-technical roles simultaneously, from initial kickoff to offer negotiation and closing. • Full-cycle recruiting: • Outbound sourcing: Building and executing creative sourcing strategies to engage passive talent, especially for hard-to-fill technical roles where inbound volume is low. • Outbound sourcing: • Pipeline management: Maintaining impeccable data hygiene in Ashby, ensuring candidates move through the stages efficiently and no one falls through the cracks. • Pipeline management: • Hiring manager partnership: Acting as a strategic advisor to hiring managers across EPD (Engineering, Product, Design), GTM (Go-To-Market), and Operations, helping them define role requirements, structure interview panels, and make objective hiring decisions. • Hiring manager partnership: • Process optimization: Continuously identifying bottlenecks in our hiring process and implementing solutions to increase signal, reduce cycle time, and improve the candidate experience. • Process optimization: • 5+ years of full-cycle recruiting experience, with a significant portion spent hiring for technical roles (Engineering, Product, Data) in a fast-paced SaaS or tech environment. • Proven experience as a proactive sourcer who can build robust talent pipelines from scratch, rather than relying solely on inbound applications. • Deep familiarity with modern recruiting tools (we use Ashby, LinkedIn Recruiter, and BrightHire) and a track record of using data to drive recruiting decisions. • Exceptional written and verbal communication skills, with the ability to craft compelling outreach messages and represent the RevenueCat brand authentically. • Experience working in a remote-first, asynchronous environment, collaborating effectively across multiple time zones. • Ideally you: • Have in-house recruiting experience at an engineering-driven organization. • Are an Ashby power user who knows how to build out complex interview automation workflows and custom reports. • Have hired across the globe and understand the nuances of international hiring landscapes. • What Success Looks Like • Within the first month, you’ll: • Dive deep into RevenueCat’s mission, culture, and our "Hiring Pulse" to understand our current pipeline health and strategic goals. • Get fully up to speed with our tooling stack (Ashby, BrightHire, Notion, Slack) and take over the day-to-day management of several open roles. • Meet with your key hiring managers to calibrate on their open roles, understand their pain points, and establish a regular cadence for communication.