Title: Technical Recruiter Location: United States (Remote) Job Description: Overview: This role is responsible for identifying, attracting, and securing top-tier talent for highly specialized positions within the financial/banking industry. It requires a deep understanding of the financial/banking industry landscape, including key industry players, emerging technologies, and critical skill sets. Success in this position depends on strategic networking, leveraging diverse recruitment methodologies, and building strong relationships with both candidates and hiring managers to facilitate a seamless hiring process. This role will report to the client Delivery Manager and/or Director depending on the account type. Location: Remote Responsibilities: - Full-cycle recruitment management for specialized technical and niche roles, overseeing the process from requisition intake to offer negotiation and onboarding - Development and execution of innovative sourcing strategies to engage passive candidates with specialized skill sets, utilizing industry-specific job boards, professional networks, conferences, and referrals - Deep industry expertise in the financial/banking industry, maintaining knowledge of key companies, competitive landscape, emerging technologies, and critical skill sets while acting as a subject matter expert - Leverage expertise, market knowledge, and insights to build trust and strong relationships with hiring managers and candidates, ensuring a positive, professional recruitment experience - Collaboration with hiring managers to understand hiring needs, provide market insights, and develop tailored recruitment strategies - Thorough screening and assessment of candidates through technical and behavioral interviews, utilizing appropriate assessment tools - Offer negotiation management, ensuring competitive and attractive compensation packages. - Accurate data management and tracking of key recruitment metrics within the Applicant Tracking System (ATS) - Continuous market research on industry trends, competitor activities, and compensation benchmarks to refine recruitment strategies - Support for employer branding efforts by representing the company at industry events and online forums Qualifications: - Bachelor's degree in human resources, Business Administration, or a related field preferred or experience equivalent - At least 3+ years in a in full-cycle recruitment of successfully placing candidates in specialized technical or niche industry - IT recruitment experience required - Deep understanding of the the financial/banking industry, including key players, technologies, and skill sets - Possess executive-level experience with a strong focus on executive search, including sourcing, engaging, and hiring senior leaders - Demonstrated ability to partner with top-level executives, understand complex business needs, and deliver high-quality talent solutions aligned with organizational goals - Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing tools - Demonstrated ability to develop and execute effective sourcing strategies, including passive candidate sourcing - Excellent verbal and written communication skills for effective interaction with candidates, hiring managers, and stakeholders - Possess strong business acumen - Strong interpersonal skills with the ability to build and maintain relationships - Creative and strategic problem-solving abilities to address recruitment challenges - Strong organizational skills with the ability to manage multiple requisitions simultaneously Salary Range: $31.59 - $44.23 per hour, depending on experience and geographic location. Please note that actual compensation offered may vary based on local pay requirements, and will meet or exceed state-specific minimum wage or salary thresholds. Benefits and Well-Being: Employees and their eligible dependents are offered Medical/Dental/Vision insurance and short-term disability, in addition to other programs, as well as up to 10 days Paid Time Off per year. More details about our benefits can be found here. We consider qualified applicants with arrest and conviction records in accordance with applicable law. TrueBlue, Inc. and its brands welcome and encourage applications from candidates with disabilities. Accommodations are available upon request for candidates taking part in the application or interview process. We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, or any other characteristic protected by law.

• Own full-cycle recruiting for engineering and data roles (sourcing → offer) • Partner with hiring managers to define role requirements and hiring strategy • Proactively source and engage high-quality technical candidates • Manage and optimize candidate pipelines in Ashby • Deliver an excellent candidate experience through clear, consistent communication • Drive efficient interview processes and ensure timely feedback loops • Advise stakeholders on market trends, compensation, and hiring best practices

• Run technical hiring end-to-end: from first convo to offer, you’re managing multiple roles at a time. • Source like it matters: outbound is core - you’ll be consistently building pipeline. Junction isn’t a household name, so your message needs to stand out. • Build our network in European eng: we want to be known, you'll help us build it up — through content, community, intros, events, whatever works. • Keep momentum: chase feedback, unblock decisions, and keep great candidates moving through the process. • Partner closely with hiring managers: get clear on what we actually need, build sensible interview plans, and keep the bar high. • Treat candidates well: fast process, clear comms, even a "no" should feel respectful of their time. • Tighten how we hire: we've got the base — you'll help sharpen scorecards, calibration, and feedback loops. Just enough structure to make good decisions without slowing everyone down. • Feedback what you're seeing with data: comp expectations, candidate feedback, where we're losing people, and what we should change.

• Owning full-cycle recruiting for engineering roles across the business, from intake and calibration through sourcing, interview process design, offer, and close • Maintaining a high bar for every hire. We are a small organization, and every hire can make a positive or negative impact on our goals. This responsibility cannot be taken lightly. • Partnering closely with hiring managers to define role scope, align on candidate profile, and build practical, high-signal interview plans • Coaching interviewers and hiring teams on structured interviewing, candidate evaluation, and how to maintain a high hiring bar while moving with urgency • Personally driving outbound sourcing strategy and execution across multiple roles; we do not have dedicated sourcers, so this role is expected to source heavily and consistently • Managing candidate pipelines with intensity and precision, ensuring strong conversion at every stage from first outreach through offer acceptance • Creating an excellent candidate experience, especially with high-demand engineering talent who expect responsiveness, clarity, and strong selling throughout the process • Using AI tools effectively to improve recruiter productivity, sourcing research, communication quality, interview preparation, and pipeline management, while applying sound judgment and maintaining a high-quality candidate experience