Job Opportunities API

We offer a hybrid work environment. Most US-based positions can also be performed remotely (any exceptions will be noted in the Minimum Qualifications below.) Our Mission:  To actively connect people to their next great opportunity.   Who We Are:  ZipRecruiter is a leading online employment marketplace. Powered by AI-driven smart matching technology, the company actively connects millions of all-sized businesses and job seekers through innovative mobile, web, and email services, as well as through partnerships with the best job boards on the web. ZipRecruiter has the #1 rated job search app on iOS & Android.   Summary : As the Lead Talent Acquisition Partner - Tech, you will manage the entire technical recruiting lifecycle and play an influential role in the growth and future success of our Engineering teams. Operating as a trusted bar-raiser and strategic business partner, you will help us establish innovative interview processes that address tech recruiting through the increased use of AI. To achieve this, you will align with leadership on ideal candidate profiles and lead weekly pipeline reviews with the Sr. Manager of TA and Engineering Partners. Our values are excellence without ego, fearless builders, and our hearts are in it. Embracing these principles, you will collaborate seamlessly across the People and Engineering departments to deliver an exceptional, unified experience for our candidates and hiring managers. Key Focuses: End-to-End Recruitment: Own the end-to-end recruitment lifecycle for complex technical roles, consistently generating a well-targeted and high-quality candidate pipeline while ensuring an exceptional candidate experience at every touchpoint. Advanced Sourcing: Consistently source passive candidates utilizing advanced Boolean search, X-Ray searching, and specialized AI sourcing tools, along with personalized outreach campaigns that yield a 20%+ candidate response rate. Data-Driven Process Improvement: Own the technical recruiting workstream by leveraging recruiting analytics and funnel insights to influence hiring decisions, identify bottlenecks, and drive continuous process improvements that reduce average time-to-hire for engineering roles by 10% . Recruitment Technology Innovation: Improve the effectiveness and efficiency of our current recruitment platforms, while evaluating, piloting, and implementing new technologies (such as AI-driven sourcing and talent insight tools) to keep our hiring practices competitive. Team Mentorship & Influence: Serve as the subject matter expert (SME) for technical recruiting, elevating the broader TA team's capabilities by conducting at least one advanced sourcing workshop or 'lunch-and-learn' per quarter and mentoring peers through regular reverse-shadowing sessions, leading through influence rather than direct management. Collaborative Partnership: Maintain continuous alignment on hiring goals and candidate profiles by leading weekly syncs with Engineering stakeholders. Technical Assessment & Outcomes: Leverage a deep understanding of software engineering stacks to accurately assess candidate technical depth during phone screens, resulting in a 50%+ screen-to-onsite conversion rate. Strategic Growth: Develop comprehensive staffing strategies and interview playbooks (ensuring 100% adoption of standardized, bias-mitigating scoring rubrics) for the Engineering department that serve as scalable templates for other departments. Market & Business Integration: Continuously build business knowledge and track industry trends for your client group, integrating this market intelligence with a broader understanding of ZipRecruiter products and business strategy. Compensation & Offer Management: Partner closely with our Compensation Team to build comprehensive total compensation offer letters, utilizing internal compensation philosophy while carefully b