Role Description Are you passionate about building high-performing technology teams in a fast-moving, global environment? Join WTW as a Tech Recruiter, where you’ll partner with engineering leaders to identify, engage, and hire top-tier technical talent shaping the future of our technology organization. This is a high-impact role where your expertise in talent strategy, market intelligence, and sourcing innovation will directly influence business outcomes. As a Tech Recruiter at WTW, you will lead full-cycle recruitment for critical technology roles while serving as a trusted advisor to hiring managers and stakeholders. You will combine deep understanding of technical skill sets with market insights and data-driven strategies to attract and secure top talent across highly competitive markets. This role requires a consultative mindset, strong stakeholder partnership, and the ability to balance delivery excellence with long-term talent pipeline development. Key Responsibilities - Lead end-to-end recruitment for technology roles, from requisition approval through offer and onboarding. - Partner with engineering leaders and hiring managers to define hiring needs, candidate profiles, and talent strategies. - Develop and execute targeted sourcing strategies to attract talent across: - Software engineering - Cloud & infrastructure - Cybersecurity - Data & AI/ML - Architecture and emerging technologies - Build and maintain proactive pipelines for hard-to-fill and business-critical skill sets. - Assess candidates for both technical capability and cultural alignment, presenting high-quality shortlists. - Deliver an exceptional candidate experience through clear communication, efficient processes, and thoughtful engagement. - Advise stakeholders on market trends, talent availability, and competitive hiring practices. - Manage interview processes, offer negotiations, and closing strategies to secure top talent. - Leverage recruiting technology, AI-enabled tools, and talent intelligence to optimize sourcing and hiring outcomes. - Track and analyze recruiting metrics, pipeline health, and performance indicators to drive continuous improvement. - Ensure accurate and compliant data management within recruitment systems. Qualifications - Strong expertise in technology recruiting, including understanding of modern technical skill sets and labor markets. - Proven ability to influence and partner with senior stakeholders and hiring managers. - Advanced sourcing and talent mapping capabilities, including direct sourcing and passive candidate engagement. - Data-driven mindset with the ability to translate insights into action. - Excellent candidate assessment, interviewing, and closing skills. - Strong communication, negotiation, and relationship-building capabilities. - Ability to manage multiple requisitions in a fast-paced, matrixed environment. - Commitment to delivering an inclusive, high-quality candidate experience.

• Complete a detailed job scope conversation with the hiring leader to determine position specifications. • Timely review of applicants who have applied via the applicant tracking system. • Build and deploy effective recruitment marketing campaigns specific to the job opening. • Source candidates via resume databases and networking sites using sophisticated Boolean search language. • Source candidates via social media channels and deep web sourcing techniques. • Generate targeted lists of passive candidates using member subscriptions and technologies. • Solicit and pursue referrals from business networks and/or internal referrals. • Utilize proprietary software for mobile and email campaigning to talent communities. • Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media). • Provide value propositions uniquely tailored to each candidate situation and interest level in the job. • Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed. • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews. • Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates. • Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates. • Navigate difficult conversations in order to gather appropriate information. • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role. • Apply consideration for factors relative to candidate fit to team and cultural fit. • Issue skills testing as needed and evaluate results (if process dictates). • Review background and reference information (if process dictates). • Keep candidates engaged throughout process. • Continuously build talent pipeline to ensure there are multiple candidates in play at all times. • Keep hiring manager up to date on any market changes that would impact the hiring process or talent community. • Articulate a job offer and drives for candidate acceptance. • Partner with the hiring manager to ensure the offer is accepted by the candidate. • Strict adherence to all regulations (OFCCP and all other compliance standards set forth). • Demonstrate segment/practice/industry expertise. • Work to deliver a strong candidate slate for each requisition. • Provide accurate and regular reporting of recruiting activities. • Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate). • Proactively and regularly communicates the status of each search to the hiring manager. • Other duties as assigned.

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations. • Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies. • Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines. • Keep candidates engaged throughout the process with timely updates on their progress. • Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations. • Mentor Recruiters and other team members.

Role Description We are looking for a Senior Technical Recruiter, who has experience hiring for autonomy, robotics and hardware talent. In this role, you’ll help us build a world-class team as we scale AeroVect to some of the world’s largest airports. - Source top talent for AeroVect in a highly competitive market. - Partner closely with AeroVect’s founders, engineering leaders, and principal recruiter to understand hiring objectives and align sourcing strategies. - Consistently generate a strong pipeline of high-quality candidates. - Contribute to delivering a high-quality and holistic candidate experience. - Use innovative sourcing techniques to attract top talent (e.g. networking, events, marketing, etc.). Qualifications - 5+ years of recruiting experience, with a strong emphasis on sourcing and finding creative ways to attract talent. - A proven track record of successfully sourcing and recruiting technical talent (robotics, autonomy, hardware). - Bonus: Hiring GTM roles (sales, ops, etc.). - Experience with Ashby, Greenhouse, Lever, or other ATS. - Experience with fast growing and quick scaling start-ups.