Lead Technical Recruiter
$154,500–$202,000 year
HybridBoston, New York, United States
Job Summary
Manage end-to-end requisition loads for data science, engineering, and product roles, partnering with directors and VPs to shape hiring strategy and prioritize critical technical needs. Source, screen, and interview candidates while advising leadership on market trends, salary benchmarks, and best practices in AI talent recruiting. Leverage AI tools like Claude Code and Codex to streamline workflows, calibrate evaluations, and continuously improve process speed and quality. Organize events and engage in non-obvious channels to build a pipeline of exceptional technical talent, driving data-informed process improvements without waiting for direction.
Required Qualifications
- At least 5 years of technical recruiting experience
- At least 3 years in-house at a tech startup
- Fluency using AI tools (Claude Code, Codex, or similar) to make recruiting materially faster and more effective
- Experience filling roles across levels, from senior engineers to management
- Experience as a genuine strategic partner to directors, VPs, and CTOs
- Strong project management skills
- Demonstrated expertise in non-standard, creative sourcing strategies for hard-to-find technical talent
- Strong alignment with how we work: curiosity, high ownership, and a bias toward efficiency and impact
- Ability to build trust quickly with both hiring managers and candidates
- Ability to operate with little direction while staying closely connected to the team
- Reside in New York City, Boston metro area, Research Triangle (NC), or San Francisco Bay Area
- Willingness to relocate
Desired Qualifications
- Experience in life sciences, health technology, or AI-focused companies
- Have a perspective on and interest in developing employer branding strategies that position Formation Bio as the place builders come to solve the hardest problems in drug development
- Act as a thought leader in the technical talent market: identify and participate in events, partnerships, and non-obvious channels to find candidates others miss
- Use data and recruiting metrics to identify where our process can improve, and drive those improvements yourself rather than waiting to be asked
- Organize and participate in events relevant to our target candidate pools to build a pipeline of exceptional technical talent
- A demonstrated obsession with AI and technology, not just as a nice-to-have but as a lens you bring to how you source, evaluate, and think about talent
- Track record of hiring people who had outsized impact after joining
- Track record of delivering process improvements that measurably raised the bar for hiring quality
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