Staff Technical Recruiter Jobs
Staff Technical Recruiter jobs are open across technology, fintech, healthtech, and enterprise software companies, from mid-level to senior and staff, with specializations in engineering recruiting, product and design hiring, and executive technical search. Find a role that fits below and apply directly.
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At Ripple, we're building a world where value moves like information does today. It's big, it's bold, and we're already doing it. Through our crypto solutions for financial institutions, businesses, governments and developers, we are improving the global financial system and creating greater economic fairness and opportunity for more people, in more places around the world. And we get to do the best work of our career and grow our skills surrounded by colleagues who have our backs.
If you're ready to see your impact and unlock incredible career growth opportunities, join us, and build real world value.
THE WORK:
Are you passionate about finding the best engineering and technical talent in the industry? Ripple is looking for a Manager of Technical Recruiting to join our dynamic team. This is a player-coach role: you will help lead our technical recruiting function, from sourcing candidates to managing the selection process, while also carrying your own requisition load and partnering directly with engineering and tech leaders to close critical roles.
As our Manager of Technical Recruiting, you will develop and implement innovative strategies to attract hard-to-find technical talent, including software engineers, blockchain and protocol engineers, security, SRE/infrastructure, data, and engineering leadership. You will partner with engineering, tech, and business leaders to understand their hiring needs, and provide guidance on market trends, candidate availability, and compensation benchmarks for competitive technical talent markets. You will lead, coach, and train a team of contract technical recruiters, setting clear expectations and holding the team accountable for results, and work collaboratively with HR partners to ensure a seamless and positive candidate experience.
The successful candidate will be an exceptional communicator, highly organized, and able to thrive in a fast-paced environment with competing priorities. If you are a strategic problem solver who balances attention to detail with the big picture, is comfortable rolling up your sleeves to recruit alongside your team, and is passionate about attracting and retaining the best technical talent, we want to hear from you!
What you'll do:
- Build a contract recruiting team that performs like a top in-house team. You'll set a high bar for your contract recruiters, assign searches by domain and capacity, coach them on sourcing and closing, and run pipeline reviews that lead to action. You'll make direct calls on who stays, who grows and who rolls off.
- Hire the technical talent and engineers who will shape Ripple's next chapter. You'll personally own Ripple's most critical technical searches, including Staff+ and Principal engineers, engineering leaders, and domain specialists in protocol, distributed systems, security, and infrastructure. These are high-impact hires that define what our teams can build, and you'll drive them from first outreach to signed offer.
- Be the partner engineering and technical leaders turn to when a search is stuck. You use funnel data, market signals, and candidate feedback to diagnose why a role is off track, quickly pivoting the strategy to get hiring back on schedule before escalation is needed.
- Find talent no one else is reaching. You'll build pipelines in open source communities, GitHub, protocol and developer forums, conferences, academic labs and engineering referral networks. You'll treat sourcing as an always-on advantage rather than something that starts when a req opens.
- Raise the bar on how Ripple assesses technical talent. You'll partner with technical and engineering leaders to design structured interview loops, calibrate on what great looks like for each role, and maintain rigorous evaluation standards to ensure hiring decisions are grounded in evidence rather than gut feel.
- Use AI where it measurably helps. You'll find where AI can improve sourcing, market research, outreach and screening prep. You'll run focused pilots against a clear baseline, scale what works and drop what doesn't, and keep humans in charge of judgment calls about candidates and how we treat them.
- Turn what works into repeatable playbooks. Your best sourcing strategies, closing approaches and search playbooks become standard practice for the wider technical recruiting team.
- Shape where we invest. You'll feed hiring capacity planning, manage agency and contractor spend for cost and results, and bring leadership clear, data-backed recommendations on tradeoffs, not just status updates.
- Keep the basics clean: consistent process, accurate data in the ATS, and full EEO/AA compliance across the team.
What you'll bring:
- 8+ years in recruitment, with a heavy focus on software engineers and broader technical talent within tech, fintech, or crypto. Proven track record of creative problem-solving to source top-tier talent in highly competitive markets.
- A track record of closing the searches that matter most. You've hired Staff+ and Principal engineers, technical leaders and narrow specialists (distributed systems, security, infrastructure, protocol or blockchain). You can walk us through the hardest one: how you found the person, why they said yes, and what nearly derailed it.
- Proven resilience and grit when facing hard-to-fill searches. When roles stall, candidate pipelines fall short, or offers are declined, you proactively pivot your strategy to uncover new solutions rather than waiting for the market to shift.
- Credibility with engineers. You understand the technical work well enough to tell strong candidates from people who just list the right buzzwords. You can hold a real conversation about someone's systems and tradeoffs, and senior engineers take your calls because you're worth talking to.
- You lead other recruiters while carrying a full req load, and both sides deliver. You've set expectations for contract or external recruiters, run pipeline reviews, given direct feedback, and measurably improved their output, without your own searches suffering
- You run off recruiting data. You've used funnel data (pass-through rates, source quality, time in stage, decline reasons) to find out why a search was stuck, changed your approach, and shown that the change worked. You bring hiring managers data and recommendations, not just status updates.
- You find talent where others don't look. Open source contributors, conference speakers, niche forums, academic labs, and overlooked referral networks. You've built pipelines from scratch with little budget or tooling. You go deep on the domain, learning the market, the technology, and how competitors are hiring without being asked, so you can explain why an engineer would leave big tech for Ripple and what would make them say no.
- You don't just recruit, you elevate how the team operates. You've successfully revamped interview processes, implemented new sourcing tools or automations, or raised candidate quality bars, backed by clear, data-driven outcomes.
- Fluent in the tools and the rules: ATS (Greenhouse preferred), LinkedIn Recruiter, SeekOut or similar, plus working knowledge of EEO/AA and hiring compliance.
- A clear point of view on AI in recruiting, with results to back it. You've used AI tools to get better hiring outcomes, not just to move faster, and you can show the before and after. You know where AI adds leverage and where it creates noise, bias or a worse candidate experience, and you've decided not to use it when it wasn't helping.
WHO WE ARE:
Do Your Best Work
- The opportunity to build in a fast-paced start-up environment with experienced industry leaders
- A learning environment where you can dive deep into the latest technologies and make an impact. A professional development budget to support other modes of learning.
- Thrive in an environment where no matter what race, ethnicity, gender, origin, or culture they identify with, every employee is a respected, valued, and empowered part of the team.
- In-office collaboration for moments that matter is important to our culture, and we give managers and teams the flexibility to decide which 10+ days a month they come in.
- Bi-weekly all-company meeting - business updates and ask me anything style discussion with our Leadership Team
- We come together for moments that matter which include team offsites, team bonding activities, happy hours and more!
Take Control of Your Finances
- Competitive salary, bonuses, and equity
- Competitive benefits that cover physical and mental healthcare, retirement, family forming, and family support
- Employee giving match
- Mobile phone stipend
Take Care of Yourself
- R&R days so you can rest and recharge
- Generous wellness reimbursement and weekly onsite & virtual programming
- Generous vacation policy - work with your manager to take time off when you need it
- Industry-leading parental leave policies. Family planning benefits.
- Catered lunches, fully-stocked kitchens with premium snacks/beverages, and plenty of fun events
Benefits listed above are for full-time employees.
Please find our California, UK/EU, Singapore, DIFC, ADGM, Australia, and Switzerland Applicant Privacy Notice for reference.
At Ripple, we're building a world where value moves like information does today. It's big, it's bold, and we're already doing it. Through our crypto solutions for financial institutions, businesses, governments and developers, we are improving the global financial system and creating greater economic fairness and opportunity for more people, in more places around the world. And we get to do the best work of our career and grow our skills surrounded by colleagues who have our backs.
If you're ready to see your impact and unlock incredible career growth opportunities, join us, and build real world value.
THE WORK:
Are you passionate about finding the best engineering and technical talent in the industry? Ripple is looking for a Manager of Technical Recruiting to join our dynamic team. This is a player-coach role: you will help lead our technical recruiting function, from sourcing candidates to managing the selection process, while also carrying your own requisition load and partnering directly with engineering and tech leaders to close critical roles.
As our Manager of Technical Recruiting, you will develop and implement innovative strategies to attract hard-to-find technical talent, including software engineers, blockchain and protocol engineers, security, SRE/infrastructure, data, and engineering leadership. You will partner with engineering, tech, and business leaders to understand their hiring needs, and provide guidance on market trends, candidate availability, and compensation benchmarks for competitive technical talent markets. You will lead, coach, and train a team of contract technical recruiters, setting clear expectations and holding the team accountable for results, and work collaboratively with HR partners to ensure a seamless and positive candidate experience.
The successful candidate will be an exceptional communicator, highly organized, and able to thrive in a fast-paced environment with competing priorities. If you are a strategic problem solver who balances attention to detail with the big picture, is comfortable rolling up your sleeves to recruit alongside your team, and is passionate about attracting and retaining the best technical talent, we want to hear from you!
What you'll do:
- Build a contract recruiting team that performs like a top in-house team. You'll set a high bar for your contract recruiters, assign searches by domain and capacity, coach them on sourcing and closing, and run pipeline reviews that lead to action. You'll make direct calls on who stays, who grows and who rolls off.
- Hire the technical talent and engineers who will shape Ripple's next chapter. You'll personally own Ripple's most critical technical searches, including Staff+ and Principal engineers, engineering leaders, and domain specialists in protocol, distributed systems, security, and infrastructure. These are high-impact hires that define what our teams can build, and you'll drive them from first outreach to signed offer.
- Be the partner engineering and technical leaders turn to when a search is stuck. You use funnel data, market signals, and candidate feedback to diagnose why a role is off track, quickly pivoting the strategy to get hiring back on schedule before escalation is needed.
- Find talent no one else is reaching. You'll build pipelines in open source communities, GitHub, protocol and developer forums, conferences, academic labs and engineering referral networks. You'll treat sourcing as an always-on advantage rather than something that starts when a req opens.
- Raise the bar on how Ripple assesses technical talent. You'll partner with technical and engineering leaders to design structured interview loops, calibrate on what great looks like for each role, and maintain rigorous evaluation standards to ensure hiring decisions are grounded in evidence rather than gut feel.
- Use AI where it measurably helps. You'll find where AI can improve sourcing, market research, outreach and screening prep. You'll run focused pilots against a clear baseline, scale what works and drop what doesn't, and keep humans in charge of judgment calls about candidates and how we treat them.
- Turn what works into repeatable playbooks. Your best sourcing strategies, closing approaches and search playbooks become standard practice for the wider technical recruiting team.
- Shape where we invest. You'll feed hiring capacity planning, manage agency and contractor spend for cost and results, and bring leadership clear, data-backed recommendations on tradeoffs, not just status updates.
- Keep the basics clean: consistent process, accurate data in the ATS, and full EEO/AA compliance across the team.
What you'll bring:
- 8+ years in recruitment, with a heavy focus on software engineers and broader technical talent within tech, fintech, or crypto. Proven track record of creative problem-solving to source top-tier talent in highly competitive markets.
- A track record of closing the searches that matter most. You've hired Staff+ and Principal engineers, technical leaders and narrow specialists (distributed systems, security, infrastructure, protocol or blockchain). You can walk us through the hardest one: how you found the person, why they said yes, and what nearly derailed it.
- Proven resilience and grit when facing hard-to-fill searches. When roles stall, candidate pipelines fall short, or offers are declined, you proactively pivot your strategy to uncover new solutions rather than waiting for the market to shift.
- Credibility with engineers. You understand the technical work well enough to tell strong candidates from people who just list the right buzzwords. You can hold a real conversation about someone's systems and tradeoffs, and senior engineers take your calls because you're worth talking to.
- You lead other recruiters while carrying a full req load, and both sides deliver. You've set expectations for contract or external recruiters, run pipeline reviews, given direct feedback, and measurably improved their output, without your own searches suffering
- You run off recruiting data. You've used funnel data (pass-through rates, source quality, time in stage, decline reasons) to find out why a search was stuck, changed your approach, and shown that the change worked. You bring hiring managers data and recommendations, not just status updates.
- You find talent where others don't look. Open source contributors, conference speakers, niche forums, academic labs, and overlooked referral networks. You've built pipelines from scratch with little budget or tooling. You go deep on the domain, learning the market, the technology, and how competitors are hiring without being asked, so you can explain why an engineer would leave big tech for Ripple and what would make them say no.
- You don't just recruit, you elevate how the team operates. You've successfully revamped interview processes, implemented new sourcing tools or automations, or raised candidate quality bars, backed by clear, data-driven outcomes.
- Fluent in the tools and the rules: ATS (Greenhouse preferred), LinkedIn Recruiter, SeekOut or similar, plus working knowledge of EEO/AA and hiring compliance.
- A clear point of view on AI in recruiting, with results to back it. You've used AI tools to get better hiring outcomes, not just to move faster, and you can show the before and after. You know where AI adds leverage and where it creates noise, bias or a worse candidate experience, and you've decided not to use it when it wasn't helping.
WHO WE ARE:
Do Your Best Work
- The opportunity to build in a fast-paced start-up environment with experienced industry leaders
- A learning environment where you can dive deep into the latest technologies and make an impact. A professional development budget to support other modes of learning.
- Thrive in an environment where no matter what race, ethnicity, gender, origin, or culture they identify with, every employee is a respected, valued, and empowered part of the team.
- In-office collaboration for moments that matter is important to our culture, and we give managers and teams the flexibility to decide which 10+ days a month they come in.
- Bi-weekly all-company meeting - business updates and ask me anything style discussion with our Leadership Team
- We come together for moments that matter which include team offsites, team bonding activities, happy hours and more!
Take Control of Your Finances
- Competitive salary, bonuses, and equity
- Competitive benefits that cover physical and mental healthcare, retirement, family forming, and family support
- Employee giving match
- Mobile phone stipend
Take Care of Yourself
- R&R days so you can rest and recharge
- Generous wellness reimbursement and weekly onsite & virtual programming
- Generous vacation policy - work with your manager to take time off when you need it
- Industry-leading parental leave policies. Family planning benefits.
- Catered lunches, fully-stocked kitchens with premium snacks/beverages, and plenty of fun events
Benefits listed above are for full-time employees.
Please find our California, UK/EU, Singapore, DIFC, ADGM, Australia, and Switzerland Applicant Privacy Notice for reference.
Staff Technical Recruiter Jobs by Experience Level
See All 26 Staff Technical Recruiter Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsStaff Technical Recruiter Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Automotive
What Employers Look For
The qualifications that appear most often in staff technical recruiter jobs.
- 5 or more years of full-cycle technical recruiting experience in a fast-paced environment
- Demonstrated ability to recruit software engineers, data scientists, or infrastructure specialists
- Proficiency with applicant tracking systems such as Greenhouse, Lever, or Workday
- Experience building and managing passive candidate pipelines using professional networking tools
- Strong stakeholder management skills with engineering managers and cross-functional partners
- Bachelor's degree in human resources, business, or a related field, or equivalent experience
Tips for Your Staff Technical Recruiter Job Search
Quantify your pipeline and close metrics
Your resume should show concrete outcomes: how many requisitions you managed simultaneously, time-to-fill for senior engineering roles, and offer acceptance rates. Hiring managers for staff-level roles expect numbers that prove you can close competitive technical candidates, not just source them.
Tailor your resume to the tech stack
Staff technical recruiter roles are often tied to a specific engineering discipline. When a job listing emphasizes infrastructure, ML, or mobile, mirror that language in your resume and show past experience recruiting for those exact skill sets. Generic recruiting resumes rarely advance in technical screening rounds.
Apply early to roles that fit
Migrate Mate lists staff technical recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies by their engineering headcount growth
Companies scaling an engineering org from dozens to hundreds of engineers need staff-level recruiting muscle the most. Look for organizations that have recently raised a funding round or announced a major product expansion, as those signal immediate and sustained hiring volume for your level.
Prepare for a sourcing strategy deep-dive
Expect interviewers to ask you to walk through how you would build a pipeline for a hard-to-fill senior engineering role from scratch. Practice articulating your sourcing channels, outreach cadence, and how you differentiate your message on professional networking sites where passive candidates are overloaded with outreach.
Negotiate scope, not just compensation
At the staff level, your offer conversation should include requisition load, support structure, and whether the role has a path to recruiting leadership. Ask specifically about the ratio of open roles to recruiters on the team and whether a coordinator or sourcer supports your work.
Staff Technical Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most staff technical recruiters?
The companies hiring the most staff technical recruiters right now include Brex, Intuit, and Anduril, with the largest share of openings in California, New York, and Washington, based on current listings on Migrate Mate as of November 2026. Demand tends to concentrate at high-growth technology companies and large enterprise organizations scaling their engineering teams.
How many staff technical recruiter jobs are remote?
About 67% of staff technical recruiter openings are fully remote or hybrid as of November 2026, reflecting how broadly distributed engineering hiring has become. Roles focused on executive and senior individual contributor search tend to have the highest remote availability, while positions tied to on-site engineering teams or regulated industries are more likely to require a physical presence.
How do you become a staff technical recruiter?
Start by building full-cycle recruiting experience at a technology company or a staffing agency with a dedicated technology practice, focusing on engineering, product, or data roles. Develop fluency in reading technical job requirements and translating them into sourcing strategies. Seek opportunities to own senior and hard-to-fill requisitions, then move into a staff-level role by demonstrating the ability to operate independently, advise hiring managers, and mentor junior recruiters.
Can you get a staff technical recruiter job without prior recruiting experience?
Breaking directly into a staff-level role without recruiting experience is rare, since the title signals ownership of complex requisitions and stakeholder relationships that require a proven foundation. A more realistic path is to start in a coordinator or associate recruiter role at a technology company, specialize in a technical discipline early, and build toward the staff level by consistently closing competitive engineering candidates and taking on mentorship or process improvement work.
What does the staff technical recruiter interview process look like?
The process typically starts with a recruiter screen focused on your background and volume of technical hiring, followed by a hiring manager interview that goes deep on how you source and close senior engineering candidates. Expect a sourcing or strategy exercise where you map out a pipeline for a difficult role. Final rounds usually include a panel with engineering leaders and HR business partners who assess your ability to influence and advise at a senior level.
Where can I find and apply to staff technical recruiter jobs?
You can find and apply to staff technical recruiter jobs on Migrate Mate, which lists current openings from across the United States. Find the roles that match your experience and apply directly to each listing.
See All 26 Staff Technical Recruiter Jobs
Find roles that match your experience and apply in just a few clicks.
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