Lead Technical Recruiter

SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you'll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You'll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they're deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We're also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

What you'll do

Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches

Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience

Advise on compensation and offer strategy and close candidates in competitive markets

Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec

Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health

Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions

Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time

Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions

Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t

Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers

Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team

Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team

Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

What you have

8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company

Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates

A track record of building the approach yourself on searches where the role, the bar, or the market was undefined

Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies

Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions

Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support