Talent Acquisition Specialist
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Job Description
Talent Acquisition Specialist responsible for full-cycle recruiting for engineering and go-to-market roles. Build candidate pipelines and manage recruiting infrastructure at Ubiquity.
Responsibilities:
- Own full-cycle recruiting for Engineering and GTM
- Drive end-to-end recruiting for software engineers, AEs, SDRs, Sales Managers, and Business Operations roles — from kickoff call to signed offer
- Partner with hiring managers to define what great actually looks like for each role and hold the process accountable to that bar
- Keep 8–12 open reqs moving simultaneously without letting candidates or hiring managers go dark
- Build pipelines before you need them
- Source senior engineers and quota-carrying GTM talent through LinkedIn, GitHub, niche communities, referrals, and direct outreach — not just inbound
- Write outreach that earns a reply because it is specific and human, not because it hit a hundred inboxes
- Maintain warm pipelines for recurring roles so we are never starting from scratch mid-quarter
- Own our recruiting infrastructure
- Configure and continuously improve our Lever ATS — pipeline stages, automations, scorecards, offer templates, integrations, and reporting
- Maintain our job description library so every JD is current, accurate, and inclusive
- Use data to drive improvement
- Track time-to-fill, source quality, pipeline conversion, and offer acceptance rates and use those numbers to make real decisions
- Bring market intel and compensation benchmarks to leadership so they have an honest picture of what it takes to hire right now
- Represent Ubiquity well at every touchpoint
- Build a candidate experience that is warm, clear, and respectful — a direct reflection of how we treat people as a company
- Support our employer brand on LinkedIn and Glassdoor and help candidates understand what Ubiquity is building and why it matters
Requirements:
- 5 to 8 years of full-cycle recruiting experience at a technology company — SaaS, fintech, or a similarly fast-moving environment
- Proven experience recruiting software engineers in competitive markets — not just reviewing inbound, but finding and closing people who were not looking
- Experience recruiting GTM talent: AEs, SDRs, Sales Managers, or equivalent commercial roles
- Hands-on Lever experience — you have owned the configuration, not just used the tool
- Sourcing skills that go beyond LinkedIn Recruiter; you know how to find the people who are not on job boards
- Communication range to run a technical debrief with engineers and a compensation conversation with a VP Sales in the same afternoon
- High organizational discipline — no dropped follow-ups, no candidates lost to silence, and hiring managers kept accountable without being burned out
- Comfort operating independently in a fully remote environment where priorities shift and the org is still evolving
- Nice to Have
- You have been a first or solo recruiter at a startup and know what it means to build process from scratch
- Familiarity with compensation benchmarking tools such as Pave or Levels.fyi
- Experience with DEI-focused sourcing strategies and inclusive job description practices
- Background building and delivering interviewing related training
- Background working at a high-growth startup or scaling tech organization
Benefits:
- 100% Remote
- Comprehensive medical, dental, and vision coverage
- Flexible PTO policy
- Equity participation
- Home office setup stipend
- Inclusive, collaborative team culture
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