• Deliver best-in-class recruiting support across the organization • Manage the full recruitment lifecycle while serving as a consultant and advisor to hiring managers • Source, interview, and close top talent while training hiring managers and optimizing recruiting processes • Track, analyze, and act on recruiting metrics to identify trends and drive continuous improvement • Build strong relationships with business leaders to understand organizational goals and workforce needs

• Manage full-cycle recruitment processes from kickoff to offer acceptance. • Conduct intake meetings with hiring managers and stakeholders. • Develop sourcing strategies for technical, commercial, operational, and leadership roles. • Source and engage passive candidates through LinkedIn Recruiter and other channels. • Screen and assess candidates against role requirements and cultural fit criteria. • Coordinate interview processes and maintain an exceptional candidate experience. • Manage offer negotiations and support successful candidate closings. • Act as a trusted recruitment partner for clients. • Provide market insights, talent mapping, compensation benchmarks, and hiring recommendations. • Deliver regular hiring updates and maintain clear communication with stakeholders. • Help clients improve hiring processes and candidate experience. • Maintain accurate data within ATS platforms. • Prepare candidate reports and interview summaries. • Track hiring metrics and pipeline performance. • Support continuous improvement of recruiting processes and best practices.

• Source potential candidates through any job channels. • Screen and shortlist candidates according to the requirements. • Conduct initial interviews. • Submit potential candidates along with basic screening notes.

• Lead end-to-end recruiting for technical roles—from intake through offer and close—with a focus on software engineering and specialized technical functions • Design and run structured screening and assessment processes that evaluate technical depth, problem-solving ability, and cultural alignment • Partner with hiring managers to define role scope, success profiles, and interview design from day one • Keep candidates and stakeholders in the loop with proactive, timely communication throughout every search • Bring market intelligence, candidate trends, and actionable recommendations to every hiring conversation • Help shape job descriptions, evaluation criteria, and recruiting strategies for technical roles • Surface pipeline health, hiring risks, and course corrections before they become problems • Build trusted relationships with interviewers, HR, and business stakeholders to keep searches moving • Craft and execute multi-channel sourcing strategies to reach both active and passive technical talent • Build Boolean search strings to surface hard-to-find candidates across LinkedIn Recruiter, GitHub, Stack Overflow, and other technical platforms • Map competitive talent landscapes and maintain pipelines for current and future hiring needs • Leverage referrals, communities, sourcing tools, and creative outreach to find talent others miss • Stay sharp on trends in technical recruiting, compensation benchmarks, and the evolving talent market • Give every candidate a responsive, organized, and respectful process — because how we hire reflects who we are • Represent Seeq authentically with technical candidates, conveying the genuine opportunity, team culture, and mission • Champion inclusive practices that ensure a consistent, bias-aware process • Use pipeline data, recruiting metrics, and reporting to identify bottlenecks and improve outcomes • Recommend and implement process improvements that raise quality, reduce time-to-fill, and scale with the business • Mentor less experienced recruiters and contribute to a culture of continuous improvement across the team