Lead Technical Recruiter, Engineering

Benefits

Parental leave

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Non-birth-parent leave

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Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

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Relocation assistance

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Childcare support

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Learning budget

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Verification

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Salary

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401(k) match

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Market context

U.S. role benchmark (BLS OEWS)

$111,944 U.S. median for this role

Projected growth (BLS Employment Projections)

+13.7% - Much faster than average

Matched to SOC 15-1252 - Data and ML aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Schedule

Shift type

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Weekend work

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Application

Cover letter

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Assessment

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Deadline

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Where they hire

State eligibility is not yet verified.

About this role

Lead Technical Recruiter, Engineering Remote U.S. | Remote At Vanta, our mission is to help businesses earn and prove trust. We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it. As a Lead Technical Recruiter, you'll own Engineering hiring across a company & global scope. This role will closely partner with senior stakeholder relationships, represent Vanta's talent brand, and play a vital role in scaling our critical engineering teams worldwide. You'll operate as a strategic partner to senior engineering and executive leaders-shaping hiring strategy, setting assessment standards, representing Vanta's talent brand in the market, and closing top-tier technical talent in highly competitive environments. What you'll do as a Lead Technical Recruiter at Vanta: - Own full-cycle recruiting from sourcing through closing: identify and engage top talent through various channels. Extend offers and successfully negotiate to close hires; providing candidates with an excellent experience from initiation through to their first day. - Act as a trusted advisor to senior stakeholders: influence hiring strategy, role intakes, prioritization, and trade-offs in alignment with business outcomes. - Set and uphold a high bar for technical hiring: design and calibrate candidate assessments in partnership with engineering leadership. - Use data to drive decisions: tracking and analyzing funnel health, talent pool effectiveness, and hiring velocity to continuously improve hiring efficiencies. -

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