Talent Team Lead – Product, Design, Engineering
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Job Description
Technical recruiter responsible for full-cycle recruiting for blockchain engineering teams. Sourcing, screening, and mentoring while building financial infrastructure for institutions.
Responsibilities:
- Owns end-to-end recruiting for the most technically demanding engineering roles. Executes creative sourcing strategies for deeply technical, hard-to-find talent (distributed systems, blockchain, cryptography).
- Constructs robust pipelines with measurable metrics. Reverse-engineers pipeline math independently (screens, loops, offers needed to hit hiring goals). Runs experiments to improve efficiency and scales what works.
- Independently owns hiring outcomes for high-stakes roles without hand-holding. Executes full-cycle recruiting with strong conversion metrics.
- Partners with engineering managers and technical leads to calibrate on bar, refine interview loops, and close competitive offers. Escalates appropriately on process changes, bar adjustments, and stakeholder commitments.
- Works cross-functionally with engineers, EMs, and executives, flexing communication style based on audience. Builds credibility with skeptical hiring managers through technical calibration.
- Maintains tight feedback loop with leadership on progress, blockers, and learnings. Balances velocity with judgment on things that ripple across teams.
- Takes feedback cleanly, gives it constructively. Adapts approach based on stakeholder needs and hiring manager input.
- Mentors junior recruiters on pipeline strategy, technical calibration, and closing under pressure. Extracts playbooks from successes and teaches others to replicate.
Requirements:
- 8+ years of full-cycle recruiting experience, with significant time spent in crypto, fintech, or adjacent infrastructure spaces where you understand the talent landscape and candidate motivations
- Track record of hiring for deeply technical roles (blockchain, distributed systems, security, or similar) where candidates are competitive and closing requires more than just meeting compensation expectations
- Demonstrated ability to close competitive candidates with numbers to prove it: you can cite offer acceptance rates, wins against competing offers, or walk through creative close strategies under pressure
- Experience pitching equity in a way that inspires candidates to bet on upside rather than just comparing cash offers
- History of mentoring other recruiters on pipeline strategy, technical calibration, and closing
- Willingness to get in the weeds when stakes are high: you source, screen, and close alongside your team when it matters, while also knowing what to delegate and when to ask for help
- Experience in an environment where you were measured on placements or hires, not arbitrary activity: agency recruiting, quota-carrying in-house roles, or a sales-adjacent background where closing is the desired outcome
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