Lead Technical Recruiter (Engineering)

Requirements

• 10+ years of experience in full-cycle technical recruiting, preferably within dynamic and fast-paced environments with experience hiring engineering executives or IC leaders
• Strong track record of successfully closing candidates in complex offer scenarios, including those involving privately held, venture-backed companies, as well as publicly held entities. Adept in explaining the trade-offs of varying equity vehicles & outcomes
• Proven ability to partner effectively with stakeholders across all levels of an organization, from individual contributors to executives, with a demonstrated skill in strategic influence
• Sourcing and market intelligence: Deep understanding of the technical talent landscape, including role scarcity, competitive dynamics, and evolving skill sets
• Brings strong analytical and critical thinking skills to recruiting decisions and process design
• Naturally curious and continuously learning; seeks to understand the “why,” not just the “what.” We value a strong growth mindset

What the job involves

• As a Lead Technical Recruiter, you’ll own Engineering hiring across a company & global scope. This role will closely partner with senior stakeholder relationships, represent Vanta’s talent brand, and play a vital role in scaling our critical engineering teams worldwide
• You’ll operate as a strategic partner to senior engineering and executive leaders—shaping hiring strategy, setting assessment standards, representing Vanta’s talent brand in the market, and closing top-tier technical talent in highly competitive environments
• Own full-cycle recruiting from sourcing through closing: identify and engage top talent through various channels. Extend offers and successfully negotiate to close hires; providing candidates with an excellent experience from initiation through to their first day
• Act as a trusted advisor to senior stakeholders: influence hiring strategy, role intakes, prioritization, and trade-offs in alignment with business outcomes
• Set and uphold a high bar for technical hiring: design and calibrate candidate assessments in partnership with engineering leadership
• Use data to drive decisions: tracking and analyzing funnel health, talent pool effectiveness, and hiring velocity to continuously improve hiring efficiencies
• Represent and evolve Vanta’s engineering talent brand: ensuring candidates experience a thoughtful, high-signal, and respectful recruiting process