Technical recruiters with deep expertise in product-led or SaaS environments and a high bar for quality of hire will find this role's emphasis on strategic search execution and process architecture appealing, especially given the remote work arrangement and need for autonomy.
Derived from job-description analysis by Serendipath's career intelligence engine.
Original posting from People Culture Talent via Ashby
THE ROLE
We're looking for a Talent Partner who brings operator-level credibility to technical recruiting. You'll be the strategic force behind search execution for PCT's clients — companies ranging from pre-seed to pre-IPO — partnering directly with founders and technical leaders to hire exceptional engineering and technical talent.
This role is perfect for someone who thrives with autonomy, has a high bar for quality of hire, and is energized by building repeatable yet flexible recruiting processes across different company stages and hiring contexts.
Note: This role is fully remote, but will require on average 4-5 hours of overlap a day within the 9-6pm PT timezone due to client, team, and candidate overlap.
WHAT YOU'LL OWN
- End-to-End Search Execution: Lead full-cycle technical searches across Engineering and adjacent functions (Product, Design, Data, Security, QA) for PCT clients
- Stakeholder Partnership: Partner directly with founders and VP-level leaders to qualify roles, align on hiring criteria, and move searches forward with urgency
- Process Architecture: Build and coach clients through structured, high-signal interview processes — especially when working with first-time hiring managers
- Market Intelligence: Conduct deep talent mapping and competitive analysis to identify where the best candidates are and how to reach them
- Pipeline Development: Create innovative sourcing strategies that go beyond inbound and referrals to build diverse, high-quality candidate pipelines
- Candidate Assessment: Screen and evaluate senior+ technical talent with the judgment to know what separates good from great
- Data & Reporting: Track pipeline health, pass-through rates, and search progress — using data to optimize your approach and communicate clearly with clients
- Collaboration: Work closely with PCT's Technical Sourcers to align on targeting strategy and move searches efficiently
WHAT YOU'LL BRING
- Experience: You've spent the majority of your career in technical recruiting inside product-led or SaaS companies. You've owned senior and staff+ searches end-to-end and have the credibility to walk into a room with a CTO and immediately earn their trust
- Scope: You've hired across Engineering and at least a few adjacent technical functions — Product, Design, Data, Security, or QA. You're not a generalist, but you're not one-dimensional either
- Autonomy: You don't need someone to tell you how to prioritize your day. You're used to managing multiple searches simultaneously and making judgment calls without hand-holding
- High Bar: You've worked somewhere with a genuinely high talent bar and can articulate — concisely — what separates a strong candidate from an exceptional one
- Sourcing Chops: Boolean search, talent mapping, and high-volume outreach are native to your workflow, not tasks you outsource
- Communication: Strong written communication skills. You can synthesize a search update, write a compelling candidate message, or brief a founder — all with clarity and efficiency
- Tools: Comfortable in an ATS (Ashby experience a plus, but not required) and curious about how AI and new tooling can sharpen your workflow
THIS ROLE PROBABLY ISN'T FOR YOU IF:
- You only know how to source on LinkedIn Recruiter. We don't use legacy tools- we are building our own and testing the newest ones on the market that drive towards outcomes
- If you haven't been using AI tools daily and are only familiar with ChatGPT
- You're a hiring generalist who hasn't gone deep on technical recruiting
- You need significant ramp time before operating independently with senior stakeholders
- The majority of your experience is in high-volume or early-career hiring
- You're coming in with a fixed playbook and aren't excited to think from first principles
- You want heavy structure and frequent direction — we give you ownership, not a checklist
CONTRACT TERMS
This is a contract-to-hire position with strong potential for permanent conversion based on performance and business needs. PCT believes in growing with talented people who are committed to building exceptional teams. Competitive compensation provided with placement-based bonuses.