Technical Recruiter

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