• Own full-cycle recruiting; you'll manage end-to-end hiring for Technical roles across Product, Design and Engineering, from initial outreach through offer acceptance. • Prioritize strategic sourcing; you understand the job market and the competitive landscape and bring an innovative approach to engaging passive talent. • Partner closely with stakeholders across the business to define roles, build process, and understand the team; so you can act as a strategic advisor for all hiring needs. • Embrace tools; whether it’s AI or our ATS, use resources to maximize your output.

• Source candidates via LinkedIn Recruiter platform, Indeed, and other major job boards. • Engage passive talent through Boolean and X-ray search. • Screen for technical fit, work authorization (OPT, GC, USC), and compensation alignment. • Submit candidates through VMS platforms (Beeline, Fieldglass, Workday) per client SLAs. • Coordinate interviews and manage the candidate experience from sourcing through offer. • Maintain accurate, real-time records in ATS/CRM (Zoho, Bullhorn, Jobdiva, or equivalent). • Partner closely with Managers to understand client needs and optimize submittal quality.

Role Description You will be the owner of technical hiring at TubeScience, responsible for building our engineering and product organisation from the ground up. Join the Talent Strategy Team and help us supercharge our talent acquisition engine using performance marketing principles. You'll own the sourcing strategy, advise hiring managers, and run a rigorous, candidate-first process from intake to close. Key Responsibilities - Own the full hiring lifecycle for technical roles: software engineers, data scientists, ML engineers, DevOps, and product managers. - Source proactively and creatively: go beyond LinkedIn to technical communities, GitHub, Stack Overflow, engineering meetups, and referral networks. - Partner closely with engineering leadership and hiring managers to understand technical requirements, team dynamics, and the profile of candidates most likely to succeed. - Build and implement role-specific sourcing strategies, not generic pipelines: each search should reflect the specific technical domain and seniority level. - Create a high-quality, personalised candidate experience that reflects TubeScience's culture and moves fast without sacrificing rigour. - Apply data-driven insights to track pipeline health, identify drop-off points, and continuously improve hiring processes and time-to-hire. Qualifications - At least 4 years of experience in technical recruiting within a high-tech or startup environment, specifically hiring software engineers, data roles, or product managers. - Demonstrable ability to evaluate technical profiles independently: you can assess a CV for a senior backend engineer, ML engineer, or data scientist without needing a hiring manager to pre-screen every candidate. - Hands-on experience with technical sourcing channels beyond LinkedIn: GitHub, Stack Overflow, technical communities, Slack groups, or similar. - Proven track record of running full-cycle searches for hard-to-fill technical roles in competitive markets. - Strong collaboration and stakeholder management skills. - Excellent negotiation and closing skills: you understand what engineers value and how to build compelling offers. Benefits - Work at the intersection of performance marketing and technology, a fast-moving, high-impact environment. - Your hires directly shape the company's growth trajectory; every role you close matters. - A culture that rewards ownership, sharp thinking, and continuous improvement. - Competitive base salary + performance bonus. - Be part of a world-class LA tech company, in-person with the team that's building it.

• Own the full hiring lifecycle for technical roles: software engineers, data scientists, ML engineers, DevOps, and product managers. • Source proactively and creatively: go beyond LinkedIn to technical communities, GitHub, Stack Overflow, engineering meetups, and referral networks. • Partner closely with engineering leadership and hiring managers to understand technical requirements, team dynamics, and the profile of candidates most likely to succeed. • Build and implement role-specific sourcing strategies, not generic pipelines: each search should reflect the specific technical domain and seniority level. • Create a high-quality, personalised candidate experience that reflects TubeScience's culture and moves fast without sacrificing rigour. • Apply data-driven insights to track pipeline health, identify drop-off points, and continuously improve hiring processes and time-to-hire.