Lead Technical Recruiter

About this position: We’re looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams that power Later’s next phase of growth. You’ll act as a strategic partner to leaders across R&D, designing and executing thoughtful, data-informed talent strategies that attract and close exceptional talent. You’ll also serve as Later’s anchor in the Boston market—building relationships, strengthening our presence, and representing the company externally. This is a player-coach role with people leadership responsibility and end-to-end ownership of technical hiring outcomes. What you'll be doing: Strategy Build and own a nationwide R&D talent strategy with a deep focus on the Boston market, informed by market dynamics, academic institutions, and technical communities Partner with R&D and business leaders to translate organizational goals into clear, achievable hiring plans Design and continuously improve scalable, structured, and equitable recruiting processes that prioritize candidate quality, speed, and experience Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity Serve as a subject-matter expert on technical talent markets, compensation trends, and recruiting technology Technical/ Execution Own full-cycle recruiting for product, engineering, data, and AI roles across levels, including senior and hard-to-fill positions Develop proactive sourcing strategies including market mapping, referrals, community-based approaches, and outbound engagement Lead offer strategy, negotiation, and closing conversations in partnership with People and Finance, balancing competitiveness and internal equity Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes Team / Collaboration Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making Supervise, mentor, and develop members of the technical talent acquisition team, supporting skill growth and operational excellence Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition Research/Best Practices Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements What success looks like: Business-critical R&D roles are filled with high-quality talent in a timely, consistent manner Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions Recruiting processes are structured, fair, and continuously improving based on data and feedback Later’s presence and reputation in the Boston technical talent market strengthens measurably over time The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability What you bring: We encourage candidates to apply even if they don’t meet every requirement below. 8+ years of full-cycle recruiting experience, with significant focus on product, engineering, data, and AI roles 2+ years of experience supervising, mentoring, or leading other recruiters Demonstrated success hiring senior-level or business-critical technical talent in competitive markets Experience owning a market-specific and/or function-specific talent strategy Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight Strong sourcing expertise across passive talent, referrals, and community-based channels Hands-on experience leading offer strategy, negotiation, and closing conversations Track record of designing or improving structured, equitable recruiting processes Comfort using recruiting metrics and insights to prioritize work and improve outcomes Experience representing an employer externally through events, partnerships, or community engagement Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools Exceptional communication and storytelling skills with an inclusive, consultative approach Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment