• Source high-quality engineering talent using LinkedIn Recruiter, GitHub, Google X-Ray searches, job boards, and other sourcing tools. • Build talent pipelines for software engineering, AI, robotics, infrastructure, hardware, and technical leadership positions. • Conduct outreach campaigns through LinkedIn, email, and other channels. • Perform initial candidate qualification conversations to assess technical background, career goals, compensation expectations, and interest. • Present qualified candidates to Technical Recruiters with detailed notes and recommendations. • Maintain accurate records within our ATS and CRM. • Continuously improve sourcing strategies, messaging, and conversion rates. • Partner with recruiters to prioritize searches and meet client hiring timelines. • Stay informed on technical hiring trends, emerging technologies, and competitive talent markets.

• Own full-cycle recruiting for technical roles, with an emphasis on semiconductor, silicon, hardware, systems, software, and AI infrastructure hiring. • Partner with hiring managers to define role requirements, interview plans, sourcing strategies, candidate profiles, and evaluation criteria. • Build targeted sourcing strategies for specialized talent across semiconductor, silicon design, hardware engineering, systems engineering, networking, data center infrastructure, embedded systems, firmware, software, and related domains. • Identify, engage, and nurture passive candidates through thoughtful outreach and long-term relationship building. • Manage candidates through the full hiring process, including intake, sourcing, screening, interview coordination, feedback collection, offer support, and close. • Ensure a high-quality candidate experience that reflects our culture, pace, and technical depth. • Use Ashby and related recruiting tools to maintain accurate pipeline data, track activity, and provide hiring updates to leadership. • Help improve recruiting processes, including interview structure, scorecards, pipeline reporting, candidate communications, and hiring manager workflows. • Partner with People Operations, Finance, and leadership on headcount planning, offer approvals, compensation alignment, and onboarding handoffs. • Represent the company in the market with professionalism, credibility, and a clear understanding of our technical mission. • Travel occasionally for company meetings, recruiting events, hiring manager sessions, and onsite interview support.

• Manage end-to-end recruitment for US IT and corporate roles, from sourcing to offer closure. • Source candidates through LinkedIn, job portals, referrals, Boolean search, AI sourcing, and social media. • Conduct candidate screening and assess technical, behavioral, and cultural fit. • Build and maintain a strong talent pipeline for current and future hiring needs. • Collaborate with hiring managers to understand hiring requirements and drive the recruitment process. • Provide market insights, salary benchmarking, and hiring updates. • Ensure an excellent candidate experience throughout the recruitment lifecycle. • Maintain candidate records in the ATS and ensure compliance with recruitment processes.

• Manage the end-to-end recruitment process for technical roles, from initial job intake and sourcing to interviewing, offer negotiation, and successful onboarding. • Design and execute proactive sourcing strategies to build diverse pipelines for current and future engineering needs. • Act as a trusted advisor to hiring managers, helping them define technical requirements and providing data-driven insights on the talent market. • Ensure every candidate has a clear, respectful, and high-quality experience, regardless of the outcome. • Identify ways to improve hiring workflows, from better screening techniques to more efficient interviewing panels. • Represent Moniepoint in the tech community, sharing the mission to create financial happiness through technology.