• Partner with Sphinx leadership and hiring teams as a trusted hiring advisor to ensure best practices and continuously improve our hiring approach. • Strengthen and optimize structured interview and hiring processes that uphold high hiring standards and efficient timelines. Proactively identify and resolve bottlenecks to continuously improve recruiting operations. • Build strong partnerships across hiring managers, Operations, and candidates to deliver a collaborative, transparent, and positive hiring experience. • Develop, document, and continuously refine talent acquisition processes that enable Sphinx to scale thoughtfully and efficiently.

• Manage the full-cycle recruitment process for technical and consulting positions, from intake through offer acceptance. • Partner with leaders to develop effective recruiting strategies aligned with business priorities and hiring timelines. • Source, attract, and recruit highly qualified candidates across all experience levels, including entry-level professionals, consultants, project managers, architects, and technical leaders. • Lead recruiting efforts for AI-focused positions, identifying candidates with expertise in generative AI, machine learning, large language models (LLMs), prompt engineering, AI governance, and related technologies. • Build and maintain strong talent pipelines for AI roles through proactive sourcing, networking, referrals, and industry engagement. • Evaluate candidates' technical backgrounds, certifications, and professional experience to ensure alignment with role requirements. • Deliver an exceptional candidate experience through timely communication, professionalism, and effective stakeholder management. • Maintain accurate recruiting data within the applicant tracking system and provide regular reporting on recruiting metrics and pipeline activity. • Document best practices, processes, and procedures for recruiting AI Talent. • Stay current on emerging AI technologies, recruiting best practices, and labor market trends to continuously improve hiring outcomes.

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.