Senior Sourcing Recruiter

You've spent 7+ years recruiting software engineers. You’re comfortable running the full cycle, owning searches independently from intake to close. You can hold your own in a conversation about frontend frameworks, backend systems, and what actually separates a good platform engineer from a great one. You don't need to write code, but you understand it well enough to gauge a candidate’s depth of experience, and well enough to earn a hiring manager's trust fast.

You love the hunt. You've watched how intense the market for great engineering talent has gotten, and you'd rather be the person who's genuinely excellent at finding it than settle for whoever applies. You've recruited for Series A-C US-based startups before, so you already know the pace, the ambiguity, and what "we need this filled yesterday" actually means.

You're a creative sourcer. LinkedIn and boolean search are a starting point, not your whole toolkit — you know how to find candidates who aren't actively looking and aren't sitting at the top of a keyword search. You use Claude and other AI tools daily to move faster: building sourcing lists, drafting outreach, synthesizing notes, and more.

You're a proactive communicator. Hiring managers here will treat you like part of their team, not an outside vendor filling a req. They should never have to chase you for a status update. You're already telling them where things stand, what's stuck, and what you need to unstick it.

This is a full-time 3 month contract position, with the opportunity to extend based on performance and need.

You would be employed via Inevitable Talent and embedded with a growing Series B tech company with a great culture, invested hiring teams, and a fast-growing product.

What you will do

Own full-cycle recruiting for Full-Stack and Platform engineering roles — from intake through offer, with real accountability for the outcome, not just the activity.

Build and run creative sourcing strategies for each open req. You’ll leverage Claude, Pin, LinkedIn, and other tools to develop hyper targeted lists and uncover unique communities to find hidden talent.

Evaluate technical candidates for depth in frontend/backend fundamentals, as well as ownership, collaboration, and communication. Our work goes beyond keyword matches on a resume.

Partner proactively with hiring managers. Keep them updated without being asked, flag what's not working, and adjust the search based on their feedback.

Use AI tools to move faster. Claude and similar tools should be part of how you source, write outreach, and summarize screens — not an afterthought.

Maintain accurate, up-to-date candidate records in our ATS so nothing falls through the cracks.

Report on what's working. Give visibility into sourcing funnel health — response rates, pipeline volume, where candidates stall.

Requirements

7+ years of full-cycle technical recruiting experience

Deep familiarity with frontend and backend engineering

Track record recruiting for Series A-C US-based startups

Excellent, proactive written and verbal communication in English

Skilled at creative sourcing — comfortable going beyond LinkedIn and boolean search to find candidates who aren't obviously visible

Comfortable using Claude and other AI tools as part of your daily workflow

Experience with modern ATS platforms, especially Ashby

While not required, experience and a passion for recruiting systems and operations would be highly valuable to the team.

Work schedule is flexible with at least 4 hours of overlap with 8am–4pm US Central time.