At Hinge, genuine connection is everything — and that starts with the people we hire. As a Senior Technical Recruiter, you'll own full-cycle recruiting for engineering, product, data, and design roles, partnering directly with technical leaders to build world-class teams. This is a high-impact, high-visibility role for someone who operates as a true talent partner — bringing market insight, technical fluency, and strategic thinking to consistently hire technical talent.
Own end-to-end recruiting for engineering, data science, product roles — from intake through offer close, using AI-enabled workflows to drive efficiency at every stage.
Continuously refine interview rubrics, technical assessments, and scorecards to reduce time-to-hire and improve offer conversion.
Track and present metrics including time-to-fill, pass-through rates, offer acceptance, and hiring manager NPS.
Design and execute multi-channel sourcing strategies using job boards, LinkedIn, niche communities, industry events, university partnerships, and direct outreach to build and maintain a healthy pipeline at every stage.
Leverage AI-enabled recruiting tools and predictive analytics to identify and engage passive candidates.
Partner with engineering managers to translate technical requirements into creative search strategies, staying ahead of market trends in software engineering, ML, and mobile development.
Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.
Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.
Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.
Talent Brand & Candidate Experience
Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.
Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.
Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.
Stakeholder and Offer Management
Act as a trusted talent partner to engineering and product leaders — translating market data into actionable hiring recommendations, facilitating calibration, and navigating complex technical role definitions with confidence.
Provide offer guidance grounded in compensation benchmarking, internal equity, and candidate expectations.
Maintain clear, timely communication with all stakeholders — candidates, HRBPs, operations team partners, and business leaders — conducting regular feedback sessions with hiring managers to continuously raise the quality of the recruitment partnership.
5+ years full-cycle technical recruiting, ideally in tech or mobile-first companies
Ability to read engineering JDs, understand tech stacks, and have credible conversations with technical hiring managers
Strong command of LinkedIn Recruiter, AI talent platforms, and Boolean search techniques
Comfort using recruiting metrics to drive decisions and present pipeline insights to engineering leadership
Hands-on experience building technical interview frameworks, scorecards, and assessment rubrics
ATS expertise: Hands-on experience with Greenhouse, Lever, or Workday, or comparable ATS platforms.
Excellent stakeholder management skills, comfortable advising senior leaders and navigating ambiguity.
High emotional intelligence with the ability to build trust quickly with candidates and business partners.
Knowledge of New York compensation structures and geographic pay considerations.
Based on 1,181 disclosed HR salaries on RoleSuite, the role pays a median of $121K/year, with most offers between $90K and $162K (10th–90th percentile: $72K–$198K).
This posting lists $140K–$165K, above the $121K market median.
See the full HR salary breakdown →