Senior Recruiter

Responsibilities

• Source and hire across all teams : Run full-cycle recruiting with a focus on Engineering, Product, and GTM as business needs shift, owning every step from intake to offer accept.
• Partner with Hiring Managers : Collaborate closely with Hiring Managers to deeply understand role requirements, calibrate on talent, and identify the right candidates for each opening.
• Manage a high-volume requisition load : Carry 10-15 active job requisitions simultaneously without dropping quality, candidate experience, or velocity.
• Drive timely, thorough candidate screening : Ensure every candidate receives a consistent, well-scoped screen and timely communication at every stage of the funnel.
• Conduct independent sourcing : Source actively via LinkedIn Recruiter, social networks, job boards, referrals, events, and AI-augmented search tools to surface talent competitors miss.
• Build active and passive pipelines : Maintain a consistent, high-volume flow of qualified candidates by blending inbound funnel management with proactive outbound outreach to passive talent.
• Own the offer process end-to-end : Drive a seamless offer process-partnering with Compensation and Hiring Managers, extending offers, and closing candidates with confidence.
• Champion ATS hygiene and data integrity : Operate fluently in our applicant tracking system, keep records clean, and use pipeline data to inform decisions and report on funnel health.
• Develop leading-edge methods to attract diverse talent : Test new sourcing channels, outreach approaches, and AI-assisted workflows to expand the top of the funnel and reach underrepresented talent.
• What Would Make You a Strong Fit
• 5+ years of full-cycle, in-house or agency recruiting experience, including time spent recruiting both technical (Engineering / Product) and go-to-market (Sales / CS / Marketing) roles.
• Demonstrated success sourcing passive candidates via LinkedIn Recruiter, GitHub, and other channels-not just managing inbound applicants.
• Hands-on experience using AI-powered sourcing, outreach, or screening tools (e.g., LinkedIn AI Recruiter, Gem, other AI-enabled tools) to augment search and personalize candidate engagement.
• Strong fluency with applicant tracking systems (Greenhouse, Ashby, or similar)-you understand how to configure workflows, pull reports, and keep the system as a source of truth. Ashby experience strongly preferred.
• Track record of managing 10-15 reqs simultaneously while maintaining a high-quality candidate experience and SLAs.
• Excellent written and verbal communication skills; able to influence Hiring Managers, calibrate quickly, and represent Sift compellingly to candidates.
• Strong ownership mentality-you take a req from kickoff to close and you measure yourself on outcomes (hires, time-to-fill, quality of hire), not activity.
• Bonus: Experience recruiting for high-growth SaaS or trust & safety / fraud / risk companies, exposure to compensation philosophy and leveling, or experience designing structured interview programs.
• Our Interview Process
• Introduction interview : 30 minutes with a recruiter to discuss your background, motivations, and the role.
• Hiring Manager interview : 60 minutes with the People Operations to dig into your full-cycle experience and approach to partnership, and skills.
• Virtual onsite loop : approximately 3 hours covering a sourcing exercise / role-play, a cross-functional partner interview with an Engineering or GTM Hiring Manager, an ATS and operations deep-dive, and a values & behaviors conversation.
• Let's build it together:
• This document provides tra

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