Fullcycle Technical Recruiter

Description

Outset invented a better way to do research: AI-powered user interviews.

Global brands like Hubspot, Microsoft, Uber and Nestle use Outset to achieve deeper, qualitative insights about their users at unprecedented speed and scale.

The research industry is massive (>$140B and growing) and ripe for disruption. Incumbents are outdated, slow, and burdened by high-cost services. That's our opportunity.

Outset is backed by top Silicon Valley investors and raised a $30M Series B in December 2025—less than six months after our Series A—led by Radical Ventures with participation from M12 (Microsoft’s venture arm), 8VC, Y Combinator, and Adverb Ventures.

The raise follows a breakout year, with our business growing 8x as enterprise customers across industries adopt our category, AI‑moderated research, as the new standard for understanding people.

We’re a tight-knit team serving some of the world’s largest enterprises.

We’re looking for a strategic, hands-on Fullcycle Technical Recruiter to help us build exceptional technical teams during an important stage of growth. You will own the hiring process from intake through offer acceptance for critical engineering and technical roles, partnering closely with hiring managers and leaders to attract, assess, and close high-impact talent.

The ideal candidate combines strong technical recruiting judgment with excellent sourcing ability, consultative stakeholder management, and a high bar for candidate experience. You are comfortable working in a fast-moving startup where priorities shift, processes are still evolving, and every hire can have an outsized impact.

Responsibilities

• 3-7 years of full-cycle technical recruiting experience, ideally within a high-growth startup.
• Demonstrated success hiring for technical roles such as backend, frontend, full-stack, mobile, platform, infrastructure, data, machine learning, security, DevOps/SRE, or engineering leadership.
• Strong technical fluency: able to understand and discuss programming languages, frameworks, cloud infrastructure, systems architecture, data platforms, security concepts, and engineering scope at an appropriate recruiting level.
• Proven ability to source and close passive candidates for competitive or difficult to fill technical roles.
• Experience partnering directly with Engineering, Product, Design and executive leaders as a trusted talent advisor.
• Strong interviewing, candidate assessment, negotiation, and candidate-closing skills.
• Excellent written and verbal communication, with the ability to articulate technical opportunities in an authentic and compelling way.
• Ability to manage multiple concurrent searches and changing priorities while maintaining a high standard for organization, responsiveness, and candidate care.
• Experience using an ATS and recruiting tools; Ashby, LinkedIn Recruiter
• A data-informed mindset, including comfort interpreting recruiting funnels, pipeline conversion, source effectiveness, and hiring-market signals.
• Hiring managers view you as a strategic partner who improves role calibration, interview quality, decision-making, and candidate close rates.
• Offers are competitive, well-positioned, and accepted at a strong rate.
• Recruiting processes become increasingly scalable, data-informed, and consistent as the company grows.

Requirements

• Own full-cycle recruitment for technical roles, from kickoff and talent-market strategy through sourcing, screening, interview management, offer development, and close.
• Recruit across a range of technical functions.
• Partner with hiring managers and technical leaders to define hiring goals, calibrate candidate profiles, write effective job descriptions, and establish structured interview plans.
• Build and execute creative, targeted sourcing strategies using LinkedIn Recruiter, GitHub, technical communities, open-source ecosystems, referrals, events, and talent intelligence platforms.
• Conduct high-quality recruiter screens that assess technical alignment, scope of impact, career motivation, communication, logistical fit, and compensation expectations.
• Guide candidates through the process with timely, thoughtful communication and a clear understanding of the company, team, role, technology, and growth opportunity.
• Coordinate interview logistics in partnership with recruiting operations or recruiting coordinators; ensure interview loops are efficient, prepared, and candidate friendly.
• Train and advise interviewers and hiring managers on structured interviewing, equitable assessment, candidate experience, and effective debriefing.
• Facilitate interview debriefs, synthesize feedback, identify gaps or bias, and help hiring teams make clear, timely decisions.
• Lead offer strategy and candidate closing, including compensation discussions, competing-offer navigation, expectation setting, and offer acceptance.
• Maintain accurate candidate and hiring data in the ATS and provide regular updates on pipeline health, search progress, and hiring risks.
• Use recruiting metrics and market data to improve hiring outcomes, including time to fill, pipeline conversion, source quality, onsite-to-offer ratio, offer acceptance, and candidate experience.
• Share technical talent-market insights with leadership, including compensation trends, talent availability, location constraints, competitor activity, and recommended hiring strategies.
• Help build scalable recruiting infrastructure, including interview guides, scorecards, sourcing playbooks, hiring-manager enablement, templates, and operational processes.
• Champion inclusive hiring by developing diverse candidate pipelines, implementing consistent evaluation practices, and creating a respectful experience for every candidate.