Senior Tech Recruiter

Description

Who is Sonar?

Sonar is driving the future of agent-centric software development. As the leader in AI code verification and governance, we solve a critical problem: ensuring that software generated by AI-assisted developers or autonomous agents is reliable, secure, and maintainable.

Integrating seamlessly with Claude Code, Codex, Cursor, GitHub Copilot, Gemini, and Devin, we help over 75% of the Fortune 100 build trusted, reliable, compliant software. Customers who use Sonar are 44% less likely to report an outage due to AI-generated code.

We believe code verification is the critical missing link in the Agent-Centric Development Cycle (AC/DC). Industry giants like Nvidia, ServiceNow, Booking.com, Goldman Sachs, AstraZeneca, and Ford Motor Company count on us to provide independent, explainable, consistent review and governance of their AI-generated code via products like:

SonarQube: The world’s leading AI code review and verification platform.

SonarQube Foundation Agent: Currently topping the leaderboards for agentic software repair.

SonarSweep & Sonar Context Augmentation: Providing the enterprise-grade context and constraints agents need to be truly effective.

Our team operates across global hubs in Austin, Bochum, Dubai, Geneva, London, San Mateo (California), Singapore, Tokyo, and Washington D.C. We move with a mindset we call CODE:

Committed to our customers and community.

Obsessed with quality.

Deliberate in our decisions.

Effective as one team.

With over $400M in revenue and profitable, fast-paced growth, we are building the backbone of the AI software revolution. If you’re hungry to have an impact, want to build at a fast pace, and ready to work at the forefront of AI, we want to hear from you.

Position description

Sonar is looking for a Senior Recruiter based in Austin to lead full-cycle recruitment across both technical, GTM and G&A roles. This role will help integrate and scale the Gitar team following our acquisition, and will be our first recruiter in our Bay Area office You'll partner closely with hiring managers and senior stakeholders across the globe (including our CRO based in London; CEO & Founder of Gitar in San Mateo, CEO and CHRO in ATX) to identify, attract, and close exceptional talent spanning all our divisions across tech and non-tech.

We're in high-growth mode, and the roles you recruit for today may not be the roles you're recruiting for six months from now. As our go-to recruiter for the West Coast, we need someone with the range and experience to flex with the business—stepping into whatever hiring priorities emerge, whether that's engineering, GTM, or something in between. We'd love someone with true generalist depth across technical and non-technical roles, but what matters most is recruiting excellence: we're looking for a strong talent partner, not an administrator. You should be someone hiring managers and executives trust to shape hiring strategy, not just execute against a job spec. This is a high-ownership role for someone who wants to be deep in the weeds—sourcing, pitching, and closing—while also thinking like an owner about how the function should scale.

Responsibilities

• Own full-cycle recruitment, from intake to close, for technical roles supporting the integration of the recently acquire company Gitar
• Partner directly with engineering leaders to build hiring strategies aligned to business priorities
• Lead technical hiring for the newly acquired Gitar team, working closely with engineering managers to define role scope, calibrate technical bars, and integrate new hires smoothly
• Act as a hands-on hunter: proactively source and build robust talent pipelines across technical functions, rather than relying solely on inbound applications
• Sell Sonar's mission and opportunity to passive candidates, acting as a trusted advisor and closer throughout the hiring process
• Manage a high volume of concurrent searches across multiple functions and levels while maintaining a high bar for candidate experience and quality of hire
• Identify opportunities to improve or automate recruiting workflows, from sourcing outreach to interview scheduling, so the function scales efficiently as hiring volume grows
• Experience and qualifications
• The ideal candidate will:
• Have significant experience as a full-cycle recruiter, with a proven track record recruiting for technical/engineering roles
• Bring deep knowledge of the Bay Area and US talent market to advise stakeholders on compensation benchmarks, market trends, and competitive positioning for both engineering and GTM talent
• Have strong recruiting operations instincts—comfortable owning ATS data integrity, pipeline reporting, and process documentation without needing a dedicated ops function to lean on
• Have proven experience working with global companies and stakeholders across different regions and time zones
• Demonstrate exceptional stakeholder management skills, with the ability to build trust and influence senior leaders, including executives
• Have a strong, proactive sourcing background and the instincts of a hunter—comfortable building pipeline from scratch across disciplines
• Bring strong "selling" skills—able to pitch opportunities compellingly and close passive candidates in competitive markets
• Operate with an owner-operator mindset: self-directed, resourceful, and comfortable driving results with minimal oversight
• Have experience recruiting in fast-paced, high-growth environments, ideally including experience supporting M&A integration or newly acquired teams
• Communicate with exceptional clarity, both written and verbal, across all levels of an organization and across technical and business audiences
• Be comfortable managing a high volume of open roles simultaneously across functions without sacrificing quality or candidate experience
• Have prior experience recruiting in the AI, dev tools, or enterprise software space (preferred, not required)
• In-office culture
• We're intentional about this. We believe the best teams are built in the room together. Three anchor days — Mondays, Tuesdays, and Thursdays — create the collaboration rhythm that makes a hub office worth having.
• Candidates need to be genuinely based in the location the role is posted. If that's not where you are today, we're happy to support relocation for the right person.