Technical Recruiter

We are seeking a technical recruiter with IT staffing experience to lead end-to-end hiring at ETG. We are growing faster than we can staff. Recruiting is currently spread across our sales and executive teams with support from a part-time recruiter. You will be our first dedicated recruiting hire and you will own the function.

You'll report to our Chief Revenue Officer and work closely with our head of delivery, client account owners, and executive team. Your primary focus will be to quickly and efficiently fill roles for clients and our internal engineering team.

Position Details

• Remote in the U.S., must be authorized to work without sponsorship
• Full-time W2
• Base $70,000 to $90,000 depending on experience and market, plus uncapped variable. OTE $95,000 to $130,000
• Benefits: PTO, health insurance, dental, vision, and 401k

About you

• Self-directed. We will provide context, priorities, and rate bands. You'll draw on your experience to bring solutions and recommendations, not open questions. When something is unclear, you make a reasonable call and communicate what you decided.

• AI-first. When faced with a repetitive task, your instinct is to build an automated workflow rather than repeat the work. We already run AI-assisted candidate screening and verification, and you'll extend those processes rather than work around them.

• Technically fluent. You understand what you're recruiting for. Software development, data engineering, AI, and modern architecture patterns are familiar enough that you can read a job description critically, tell a real match from a keyword match, and hold a credible conversation with a senior engineer.

• Commercial. You understand that placing an embedded resource is a margin decision, not just a job fit. You can hold your own with a hiring manager and with a senior engineer, and you have a sense for what makes business sense for a firm our size. Rate integrity, quality, and speed are competing interests. You are comfortable independently navigating the tradeoffs rather than escalating them.

What you will own

• Requisition delivery. Intake through start date. Volume moves with client demand, from a handful of open roles in steady periods to a dozen or more during a surge.
• Full-cycle interviews for non-technical roles. For project managers, product owners, business analysts, etc., you run the substantive interview independently against a structured scorecard, not just the screen.
• Closing on technical roles. Our practice leads run the technical assessment. You own screening, candidate prep, scheduling into reserved interview capacity, debriefs, and offers.
• Candidate verification. Misrepresentation for remote tech roles is systematic rather than occasional, and this function is our primary defense against it reaching a client.
• Extensions and redeployment. Keeping a performing consultant on an account is worth more than a new placement. This is a primary responsibility rather than an afterthought.
• Pipeline development. In lighter periods, building talent communities so the next surge opens against a shortlist.
• Process and market intelligence. Building automated workflows, managing the ATS, maintaining scorecards and interview guides, and improving company operations.

What you will not own

• Business development or prospecting. Opportunities you surface go to our sales team and you are paid a referral bonus.
• Highly technical interviews. Our practice leads own these.
• Submittal volume or activity targets. We do not measure recruiting by outreach counts.

How you will be measured

• Fill rate, time to fill, retention of the people you place, extension and redeployment capture, and gross margin generated by your placements.
• On quality, submittal to interview conversion and zero misrepresented candidates reaching a client.

Experience Requirements

• 4+ years of full-cycle recruiting in an IT staffing or technology consulting agency
• Proven ability to run a full desk without support staff, including surge periods with 10+ roles open at once
• Experience across both technical roles and non-technical delivery roles
• Ability to run substantive interviews independently
• Working knowledge of software development, data engineering, AI, and modern architecture patterns, sufficient to assess technical resumes and talk credibly with engineers
• Fluency with contract and contract-to-hire mechanics, including bill rate, pay rate, and spread
• A track record of operating independently, including at least one role where you built or substantially rebuilt a process rather than inheriting one
• Working fluency with AI tooling and evidence you have used it to change how you work

Nice to have

• Boutique or small firm experience where you owned the function rather than a slice of it
• Recruiting for regulated industries such as healthcare, specialty pharmacy, or financial services
• Experience building or operating automation in a recruiting workflow, not just using off-the-shelf AI features

Why work at ETG

You are joining a growing firm early. You will work directly with the leadership team and have real influence in the growth and operations of the firm. Recruiting sits between sales and operations, which means the processes you build will affect what we can sell and how profitably we deliver it.

Our CEO acquired ETG and will give you full visibility into the business, including financials, unit economics, and how the acquisition and the growth plan actually work. If entrepreneurship through acquisition (ETA) is something you want to understand from the inside, this is a rare seat to do it from. We are open about the numbers because we would rather you make commercial decisions with the real picture in front of you.

About us

EmergenceTek Group (ETG) is a US-based, boutique technology consulting firm serving mid-market enterprises in healthcare, specialty pharmacy, and precision manufacturing. We build and staff teams for AI, data engineering, analytics, and infrastructure modernization.

Our delivery team is senior and based entirely in the United States. We don't offshore, and we don't place junior consultants against senior rates.