• Partner with engineering and technical leadership to scope roles, define success criteria, and align on the talent bar before sourcing begins. • Build and work targeted pipelines for senior technical roles — engineers, researchers, clinical technologists — using outbound sourcing, referrals, and creative channels. • Design and run structured interview processes that assess competency, not just credentials. • Coach hiring panels on calibration, bias mitigation, and decision quality. • Own candidate experience end to end — every touchpoint, every close-out, regardless of outcome. • Build close plans early; understand what candidates care about and engage those levers before offers go out. • Track key metrics (cycle time, offer acceptance, quality of hire) and use them to improve the process, not just report on it. • Manage multiple requisitions simultaneously without letting speed erode quality. • Automate or eliminate low-value work — scheduling, logistics, debrief coordination — so recruiter time compounds where it matters.

• Execute deep-dive research to visualize talent ecosystems within specific sectors including AI/ML, Fintech, SaaS, and other high-growth verticals • Identify where top Engineering, Product, and Design talent is concentrated — mapping team structures, reporting lines, and headcount at target companies • Track talent movement, promotion patterns, and organizational shifts at high-talent-density startups • Deliver market maps that give our recruiters and clients a clear, actionable picture of the available talent landscape • Build robust, high-quality candidate pipelines for Engineering, Product, and Design roles across all levels of seniority • Utilize LinkedIn Recruiter at a power-user level — building precise Boolean searches, leveraging filters, and identifying candidates who are not surfaced through standard searches • Source beyond LinkedIn using platforms and methods specific to each role — including GitHub, patent databases, Crunchbase, academic publications, conference speaker lists, and open-source contribution history • Go beyond candidate identification to provide intelligence that helps our clients make smarter hiring decisions • Research headcount trends, funding rounds, team growth trajectories, and competitor hiring activity within target sectors • Maintain accurate, well-organized, and immediately actionable Google Sheets across all active market maps and candidate lists • Work closely with recruiters and managing partners to understand search requirements and translate them into targeted research strategies • Communicate research findings clearly and proactively — including market constraints, talent availability, and competitive dynamics that may affect the search

Role Description Verse is seeking a Senior Technical Recruiter to join our People & Culture team. In this role, you'll own full-cycle recruiting across the company, with a particular focus on technical hiring. You'll partner closely with leadership to define hiring strategies, identify top talent, and ensure an exceptional candidate experience from first touch through offer. This is a highly impactful role for someone who enjoys both execution and building. You'll not only fill critical roles but also help shape the systems, processes, and interview practices that allow Verse to scale while maintaining a high hiring bar. Key Responsibilities - Own Full-Cycle Recruiting: Lead and manage the end-to-end recruiting process across technical and non-technical functions, from intake and sourcing strategy through offer negotiation and close. Partner closely with hiring managers to define hiring needs, calibrate expectations, and execute successful searches. - Strategic Sourcing & Talent Mapping: Build and maintain high-quality talent pipelines through proactive sourcing, networking, referrals, and market research. Develop talent maps and competitive intelligence to inform hiring strategies and engage top passive candidates. - Recruiting Process Excellence: Continuously evaluate and improve recruiting workflows, systems, and candidate experiences. Identify opportunities to increase efficiency, improve quality of hire, reduce time-to-fill, and create scalable hiring practices as the company grows. - Structured Interviewing & Interviewer Enablement: Partner with the Head of People to design, implement, and reinforce structured interviewing practices. Train interviewers on effective candidate evaluation, interview techniques, and consistent use of scorecards to improve hiring outcomes. - Inclusive Hiring & Bias Mitigation: Help build and maintain equitable hiring processes by identifying potential sources of bias, supporting interviewer education, and driving best practices that promote fair and consistent candidate evaluation. - Data-Driven Recruiting Operations: Track, analyze, and communicate recruiting metrics including pipeline health, conversion rates, source effectiveness, offer acceptance rates, and time-to-fill. Use data and insights to inform hiring decisions and continuously optimize recruiting performance. - Cross-Functional Partnership: Serve as a trusted advisor to leaders across the organization. Collaborate with executives, hiring managers, and the People & Culture team to align recruiting efforts with business objectives, workforce planning, and organizational growth. Qualifications - 6+ years of full-cycle recruiting experience, including significant technical recruiting experience - Experience recruiting for engineering, product, data science, and other technical functions - Proven success sourcing and closing passive candidates in competitive markets - Strong stakeholder management and executive communication skills - Experience building or improving recruiting processes and interview frameworks - Familiarity with structured interviewing methodologies - Strong analytical mindset and comfort using recruiting metrics to drive decisions - Ability to thrive in ambiguity and operate with a high degree of autonomy Requirements - Experience in energy, climate tech, or related domains (not required) - Experience in high-growth startup environments (Series A–C preferred) Benefits - Competitive compensation and equity grant at a high-growth startup - Comprehensive benefits package including medical, dental and vision insurance, and 401k - Flexible hours and unlimited PTO - Diverse and inclusive working environment Company Description Verse helps organizations manage complex power portfolios with confidence by unifying energy data, planning, forecasting, and operations in one tool. Our Energy Cost Intelligence platform, Aria, brings together energy, finance, and operations teams with real-time, finance-ready intelligence—replacing spreadsheets and consultants with precision across the entire energy lifecycle. Built by an expert team of energy buyers, data scientists, and engineers, Verse enables faster, smarter energy decisions that reduce risk and lower energy costs.

• Partner with recruiters and hiring managers to understand role requirements, team context, and ideal candidate profiles. • Build and execute creative sourcing strategies across LinkedIn Recruiter, GitHub, Stack Overflow, niche communities, and Boolean and X-ray search. • Generate qualified, diverse candidate pipelines for roles such as software engineering, data, infrastructure, security, and platform. • Write personalized outreach that earns responses and reflects our employer brand. • Conduct initial screens to assess technical fit, motivation, and logistics before handing candidates to recruiters. • Track pipeline activity and keep the ATS clean and current. • Report on sourcing metrics including response rates, conversion, and pipeline health, and adjust tactics based on the data. • Share market insight on talent availability, compensation trends, and competitor movement.