• Architect and lead recruiting strategies and hiring plans that attract, engage, and retain high-quality talent across all job families and levels. • Partner cross-functionally with People Partners, Finance, and business leaders to assess talent needs, align recruiting priorities with business goals, and adhere to budget. • Manage full-cycle recruiting, from sourcing and interviewing through selection, ensuring an inclusive and equitable process for all open positions. • Drive the design and implementation of recruiting processes, technology platforms, and applicant metrics to maximize team efficiency, scalability, and data-driven decision making. • Coach, mentor, and enable recruiters and hiring managers; provide training on best practices and promote the continuous growth of team members. • Standardize assessment frameworks, interview guides, and selection criteria that minimize bias and comply with regulatory and internal standards for diversity and integrity. • Maintain awareness of market trends in recruiting, talent intelligence, and workforce planning.

• 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.

• Manage the full end-to-end lifecycle recruitment process providing excellent recruiting support for internal client groups • Use a combination of recruiting techniques to build and engage networks, assess, and hire top talent • Work across the robotics engineering space hiring for perception, motion planning, controls, hardware, and software engineering • Act as an advocate for both hiring managers and candidates throughout the hiring process; establishing regular touch points and providing diligent follow-through resulting in a best-in-class candidate and hiring manager experience • Collaborate with engineering recruiting teams to share competitive intelligence, prospective candidate leads, and placement of talent • Source candidates through online channels (e.g. LinkedIn, professional networks, and portfolio sites) • Proactively contribute to ongoing process development projects and other strategic initiatives • Prioritize the candidate experience at the forefront of everything you do

• Looking for an experienced US Non-IT recruiter to join our core US recruitment team • Proven experience in US Non-IT recruitment cycle • Must have worked extensively on W2 requirements • Good exposure working with direct clients • Familiarity with US work Visa process • Strong domain knowledge on the US Non-IT recruitment lifecycle • Excellent communication skills in both verbal and written • Willing to work in US shifts.