• Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth, including those who are already strong. • Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation. • Standardize technical interviewer training: build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard. • Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation. • Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

• Develop and grow your own book of business through proactive business development activities, networking, referrals, and strategic outreach. • Run a full 360 recruiting desk, owning both client acquisition and candidate delivery. • Prospect, cold call, conduct client meetings, and uncover hiring opportunities within your market. • Build long-term partnerships with hiring managers and decision-makers by understanding their business challenges and providing talent solutions. • Skill-market top candidates to generate new business opportunities and create demand. • Recruit, interview, assess, and present high-caliber professional talent. • Manage the full hiring process, including candidate sourcing, qualification, interview preparation, offer negotiation, and placement. • Maintain ongoing relationships with both clients and placed candidates to drive retention, referrals, and repeat business. • Consistently achieve recruiting, sales, activity, and revenue goals. • Maintain accurate ATS documentation and pipeline management.

• Provide specialized sourcing and hiring services for executive level positions across the organization. • Attract, source, recruit, screen, negotiate offers and onboard executives. • Maintain long-term relationships with passive talent for future opportunities. • Create strategic partnerships with internal stakeholders and external organizations to network with highly qualified, diverse slates of candidates. • Partner with hiring executives to create a recruitment plan based on an understanding of organizational culture and current business strategy. • Develop a custom, best-in-class recruitment process to maintain a seamless, high-touch candidate experience. • Provide career consultation to associates in leadership programs supporting growth, development, experience of inclusion and belonging.

• Coordinate and schedule interviews between candidates, hiring managers, and interview teams. • Serve as a primary point of contact for candidates throughout the interview process. • Ensure a positive, professional, and responsive candidate experience. • Manage interview logistics including virtual meeting setup, travel arrangements (when applicable), and interview confirmations. • Prepare interview schedules and communicate agendas to participants. • Maintain regular communication with candidates to ensure a positive and engaging hiring experience. • Create and maintain job requisitions within the Applicant Tracking System (ATS). • Post positions to internal and external job boards. • Monitor job postings for accuracy and ensure positions remain active and up to date. • Support recruiting compliance, recordkeeping, and documentation requirements. • Conduct initial resume reviews and candidate screenings for selected positions. • Assist with offer letter preparation and pre-employment activities. • Support onboarding activities to help ensure a smooth transition from candidate to employee.