Staff Technical Recruiter - Product Management
Rippling
About Rippling
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.2B from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.
We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.
About the role
We are looking for a seasoned Technical Recruiter to join our fast-paced recruiting team. In this role, you will own the recruitment process end-to-end for Staff positions within our engineering teams, contributing to our company's growth and success.
This role will specifically focus on Product Management with some support to Design and Engineering as needed.
What you will do
- Manage full-cycle recruiting: Take charge of the entire recruiting process, ensuring a seamless and positive experience for candidates at every stage.
- Build candidate pipeline: Proactively source and develop a robust pipeline of qualified candidates for Staff roles through various channels and networking efforts.
- Interview and negotiate: Conduct thorough interviews, provide timely updates to candidates, and negotiate compensation packages for top engineering talent.
- Collaborate with hiring managers: Partner closely with hiring managers to understand their needs, set expectations, and create effective interviewing processes.
- Develop sourcing strategies: Craft sourcing strategies leveraging innovative approaches to attract top talent.
- Employment branding: Drive recruitment advertising and employment branding initiatives to enhance our company's visibility and attract top-tier candidates.
What you will need
- 5+ years of Product hiring experience: Demonstrated success in technical recruiting, with a strong track record of hiring software engineering talent.
- 3+ years hiring Eng hiring experience: Proven experience in recruiting for senior-level engineering positions, with a focus on Staff levels and above.
- 5+ years of sourcing experience: Extensive experience in proactively sourcing and building talent pipelines to support hiring objectives.
- Ability to thrive in ambiguity: Comfortable operating in a fast-paced, dynamic environment with shifting priorities and evolving challenges.
- Experience in hyper-growth: Previous experience in a fast-paced, hyper-growth environment, with the ability to adapt quickly to changing business needs.
- Strong attention to detail: Meticulous attention to detail and a commitment to delivering high-quality results in every aspect of the recruiting process.
- Experience with ATS systems: Proficiency in using Applicant Tracking Systems (ATS) and other relevant recruitment tools and technologies to streamline the recruiting process.
Who You Are…
A founder’s mentality: You take full ownership of your work and thrive without the clear guidelines 24/7. You are empowered to make decisions and drive projects forward, ensuring that nothing holds you back from delivering exceptional outcomes.
Willingness to go and see: You are not afraid to dive into problems head-on. You take initiative to understand a problem, decide quickly on a solution and be willing to change your approach if it’s not working.
Recruiting Goals: you want to crush them (consistently).
Someone who isn’t afraid to make waves : You can successfully influence exec stakeholders and know when to flag areas of concern (you are ahead of your manager). You can tell hiring managers (professionally) what they do not want to hear about their pipeline or areas of opportunity to unblock searches and get the right results.