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# Lead Technical Recruiter

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[Apply for this job](#job-application)[View company](https://jobicy.com/company/seatgeek.md)Share22 Sep 2026Published45Listing views4Application actions22 Oct 2026Apply before  Opportunity details

## About this role.

AI SummarySeatGeek is seeking a senior talent acquisition professional to lead full-cycle recruiting for difficult, high-visibility technical and product searches. The role owns market mapping, sourcing strategy, calibration, stakeholder advising, offer strategy, and closing for senior and staff-level engineering, data/ML, product, and design talent. This recruiter will operate with substantial independence, use funnel and market data to shape hiring decisions, and create scalable recruiting playbooks. The position also mentors recruiting peers and pilots AI-enabled workflows that improve hiring quality and speed.

## Role DNA

A quick view of the complexity, pace, ownership and collaboration implied by the job description.

### Job Complexity

5/5EasyHard

### Pace & Pressure

5/5RelaxedFast-paced

### Autonomy Level

5/5GuidedFull ownership

### Communication Load

5/5IndependentCollaborative

AI insightThis is a highly senior recruiting role involving ambiguous, niche, and confidential searches where the hiring bar and sourcing strategy may need to be created from scratch. Success requires executive-level influence, deep technical recruiting fluency, data-driven judgment, and the ability to manage several demanding searches simultaneously.

## Salary analysis

Estimated compensation compared with the broader US market for similar roles.

Estimated job medianMarket rate$145,500US market range$115k–$180k0$198k

AI insightThe disclosed annual base salary range is USD 119,000 to USD 172,000, with a midpoint of USD 145,500. For a US-based Lead Technical Recruiter supporting senior technical hiring at a technology company, an estimated market range is USD 115,000 to USD 180,000 annually; equity and discretionary bonus may increase total compensation.

## Core skills

Skills and capabilities most closely associated with this opportunity.

[Technical recruiting](https://jobicy.com/jobs?search_keywords=Technical%20recruiting.md)[Full-cycle recruiting](https://jobicy.com/jobs?search_keywords=Full-cycle%20recruiting.md)[Executive stakeholder management](https://jobicy.com/jobs?search_keywords=Executive%20stakeholder%20management.md)[Talent sourcing](https://jobicy.com/jobs?search_keywords=Talent%20sourcing.md)[Market mapping](https://jobicy.com/jobs?search_keywords=Market%20mapping.md)[Talent intelligence](https://jobicy.com/jobs?search_keywords=Talent%20intelligence.md)[Engineering recruitment](https://jobicy.com/jobs?search_keywords=Engineering%20recruitment.md)[Data and ML recruitment](https://jobicy.com/jobs?search_keywords=Data%20and%20ML%20recruitment.md)[Recruiting analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20analytics.md)[AI in recruiting](https://jobicy.com/jobs?search_keywords=AI%20in%20recruiting.md)

Sample interview questionsDescribe a difficult technical search where the role definition or hiring bar was initially unclear. How did you create a path to hire?I begin with a structured intake to clarify business outcomes, must-have versus trainable capabilities, team context, and decision criteria. I then build a talent map and use early pipeline data to test assumptions, recalibrating scope or leveling with leaders when the market evidence shows a mismatch. This creates an actionable search strategy rather than continuing against an unvalidated specification.

How do you use recruiting data to advise senior engineering or product leaders?

I use funnel conversion, response rates, time in stage, source quality, compensation benchmarks, and talent-pool size to explain hiring health. I translate those signals into specific recommendations, such as changing the interview process, adjusting requirements, expanding target companies, or revisiting compensation and level.

What is your approach to sourcing senior and staff-level engineering candidates without relying heavily on inbound applicants or agencies?

I develop a targeted market map based on relevant technical environments, company stages, domain experience, and leadership scope. I prioritize personalized outreach tied to the candidate's work, maintain systematic follow-up, and continuously refine targeting based on conversion data and hiring-manager feedback.

How would you handle a hiring leader whose expectations are not aligned with the available market?

I would bring evidence rather than opinions: talent-pool size, competitor demand, compensation data, pipeline feedback, and funnel outcomes. I would offer clear trade-offs, such as broadening the profile, changing the level, improving the package, or extending the timeline, and partner with the leader to choose the best path.

How have you evaluated or implemented AI tools in a recruiting workflow?

I start with a defined problem, such as reducing sourcing research time or improving outreach drafting, and establish quality and fairness guardrails before testing. I measure outcomes such as recruiter time saved, response quality, conversion, and candidate experience, then scale only the workflows that demonstrably improve results while retaining human review for consequential decisions.

### SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you’ll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You’ll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they’re deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We’re also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

### What you’ll do

* Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches
* Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience
* Advise on compensation and offer strategy and close candidates in competitive markets
* Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec
* Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health
* Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions
* Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time
* Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions
* Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t
* Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
* Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team
* Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team
* Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

### What you have

* 8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company
* Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates
* A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
* Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
* Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
* Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
* Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
* A reputation as a teammate who mentors, shares what they know, and raises the level of the team

### Perks

* Equity stake
* Discretionary annual bonus
* Flexible work environment, allowing you to work as many days a week in the office as you’d like or 100% remotely
* A WFH stipend to support your home office setup
* Unlimited PTO
* Up to 16 weeks of fully-paid family leave
* 401(k) matching
* Student loan matching program
* Health, vision, dental, and life insurance
* Up to $25k towards family building, reproductive health services and Gender-affirming care
* $500 per year for wellness expenses
* Subscriptions to Headspace (meditation), Headspace Care (therapy), and One Medical
* $360 per quarter to spend on tickets to live events
* Annual subscription to Spotify, Apple Music, or Amazon music

The salary range for this role is $119,000 – $172,000 USD. This role is equity eligible. In addition, you may receive a discretionary annual bonus based on individual and company performance. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location.

SeatGeek is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. As an equal opportunities employer, we recognize that diversity is a positive attribute and we welcome the differences and benefits that a diverse culture brings. Come join us!

To review our candidate privacy notice, [click here.](https://seatgeek.com/privacy/USApplicantNotice)

### #LI-Remote

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