Role Description Weekend is looking for a skilled Technical Sourcer to join our Recruiting team on a contract basis. Our current recruiting team is heads-down on active reqs, which means building and maintaining a meaningful pipeline of passive talent isn't getting the dedicated attention it deserves. You'll own this work — identifying, engaging, and nurturing top-tier technical talent across our key hiring profiles so we can move quickly when roles open up. This is a part-time contractor engagement (~20 hrs/week) with a proposed start of June 2026 through November 2026. This is a remote-eligible contract role. Candidates based anywhere in the US are welcome to apply. What You'll Do at Weekend - Build and maintain an active pipeline of engaged talent across Weekend's highest-priority hiring profiles: Senior Software Engineers (Full-Stack, Platform, Games), Engineering Management, and Product Managers. - Use a variety of sourcing tools (depending on the role and the market) to conduct strategic, targeted outreach — going beyond keyword searches to find candidates with the right experience and fit. - Set up preliminary calls with highly qualified talent on a rolling basis and hand off warm leads to the full-cycle recruiting team. - Track outreach performance, test messaging strategies, and report on engagement data so we can continuously improve our sourcing approach. Qualifications - Proven experience sourcing technical talent for startups, particularly software engineers, engineering managers, and product managers. - Strong Sourcing Tool familiarity & skills — you know what the best new tools are, how to search with nuance and write outreach that actually gets responses. - A track record of building passive candidate pipelines that generate real results, not just large lists. - Excellent relationship-building instincts — you treat candidates like humans, not leads. - Experience working in an ATS (Ashby experience a plus) and keeping candidate records organized. - Ability to work independently, manage your time across ~20 hours per week, and communicate proactively with a small team. Bonus Points - Experience sourcing for a startup or high-growth tech company. - Familiarity with sourcing automation tools or building engagement sequences. - Experience with data tracking and sourcing metrics reporting. Our Stack - Recruiting: Ashby ATS, LinkedIn Recruiter, Juicebox AI, Exa.ai, Pin, YC Work at a Startup. - Collaboration: Slack, Notion, G-Suite. The Hiring Process - Stage 1: Interview with Adrienne (Head of Recruiting) & Zach (Recruiting Operations Lead). - Stage 2: Offer. Contract Details Fractional/contract role starting at 20 hours/week for 6 months: June 2026 – November 2026 (with opportunity to extend). Weekend is committed to the full inclusion of all qualified individuals. As part of this commitment, Weekend will ensure that persons are provided reasonable accommodations throughout the hiring process. If any reasonable accommodation is needed, please reach out to your hiring contact.

Role Description We are looking for a Senior Technical Recruiter to help us find, attract, and close the engineers and product builders who will define what RunSybil becomes. Reporting to our Head of Talent Acquisition within the Operations department, you will partner directly with hiring managers across our different departments to build their teams. You will help shape sourcing strategy, candidate experience, and the systems that hold it all together. The right person treats recruiting as a craft, has strong opinions about what great looks like, and brings the same rigor to candidate evaluation that our engineers bring to code. What You'll Do - Partner with the Head of Talent Acquisition on a shared req load, owning the searches you are assigned end-to-end while we calibrate strategy and priorities together. - Run full-cycle recruiting for software engineering and product engineering hires, from sourcing through close. - Build pipelines through outbound sourcing, referrals, community engagement, and creative top-of-funnel work that goes beyond LinkedIn InMails. - Work directly with hiring managers to translate fuzzy hiring needs into clear role profiles, scorecards, and search strategies. - Drive offer strategy and close conversations with senior candidates, including compensation framing, equity conversations, and competing offer navigation. - Own day-to-day execution in Ashby and build AI-powered workflows into your day-to-day, whether that means sourcing agents, outreach personalization at scale, automated scheduling, or screening assistance. - Be the steward of candidate experience, ensuring every person who interacts with RunSybil leaves with a strong impression whether or not they get an offer. Qualifications - 7+ years of full-cycle technical recruiting experience with a focus on software engineering and product engineering hires. - Track record closing senior engineers at a high-growth SaaS startup, a FAANG-tier company, or both. - Comfort operating as a player-coach's partner, meaning you can run your own searches independently while staying tightly aligned with a working manager who is in the trenches with you. - Demonstrated sourcing chops, meaning you have personally built pipelines from cold outreach and can point to specific hires that came from your top-of-funnel work. - Deep ATS fluency, ideally Ashby, paired with AI-native instincts and hands-on experience layering AI agents, automation, or LLM-powered tooling into your recruiting workflow. - Coachability balanced with conviction, meaning you take direction well, push back when you disagree, and bring your own ideas to the table. - Startup DNA, including resource awareness, urgency, comfort with ambiguity, and the willingness to do the unglamorous work alongside the strategic work. Location Remote (US) Compensation The base salary for this full-time position ranges from $140,000 to $170,000. In addition to base salary, we offer meaningful equity. We want everyone here to have ownership in what we're building. Benefits - Diverse teams build better products. RunSybil is committed to hiring people who bring different perspectives, lived experiences, and backgrounds to our work. - We encourage candidates of all races, ethnicities, gender identity and expression, sexual orientation, disability or medical conditions, ages, religions, and socioeconomic backgrounds to apply. - Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. - If you're excited about this role but don't check every box, we still want to hear from you.

• Own full-cycle recruiting for software engineering, infrastructure, data, security, and technical leadership roles • Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off • Build and execute outbound sourcing strategies across LinkedIn, Github, Reddit, Stackoverflow, referrals, networks, and targeted research • Identify and engage exceptional technical talent, with a focus on strong builders, problem solvers, and high-ownership candidates • Coordinate structured interview loops and enforce consistent feedback capture across interviewers • Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation • Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity • Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers • Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency

• The Engineering Recruiter plays a key role in driving revenue by building strong talent networks, partnering closely with clients, and executing with discipline and urgency. • This is not a transactional recruiting role—success requires strategic relationship-building, consultative influence, and consistent production. • You will be responsible for engaging high-value engineering professionals, managing the full recruitment lifecycle, and ensuring both candidates and clients experience a high level of trust and partnership. • The role demands structure, accountability, and a commitment to delivering results in a performance-driven environment. • Build, nurture, and maintain a deep network of highly qualified engineering professionals. • Conduct high-quality career conversations to understand candidate motivations, career goals, and technical experience. • Source, screen, and assess talent through multiple channels, including cold outreach, referrals, and targeted market engagement. • Match candidates to client opportunities with a long-term, consultative approach. • Partner with clients to fill critical engineering roles, ensuring alignment on requirements, expectations, and hiring priorities. • Build trust and credibility with both clients and candidates as a knowledgeable recruiting advisor. • Provide market insights, talent recommendations, and strategic guidance throughout the hiring process. • Maintain structured communication, follow-ups, and accurate pipeline management. • Conduct 8–12 meaningful candidate conversations per week. • Deliver 3–5 qualified candidate submittals weekly. • Achieve 1–3 placements per month (based on ramp-up).