Technical Talent Partner, Full-Cycle Recruiting
Overview
Own full-cycle recruiting for software and embedded engineering teams at Base, a company deploying distributed batteries to modernize America's power grid. Manage end-to-end hiring from sourcing to offer close, partnering with engineering leaders to scope roles and design interview processes. Bring deep technical acumen in firmware, embedded systems, and backend engineering to screen candidates credibly. Build pipelines in competitive technical markets and champion a positive candidate experience. Work at Base's fast pace while maintaining high quality and data-driven decisions.
What You'll Do7
- 1Own full-cycle recruiting: run end-to-end hiring for software and embedded engineering roles, from sourcing to offer close.
- 2Source and engage talent: build pipelines of strong engineers, including passive candidates, in competitive technical markets.
- 3Screen candidates technically: evaluate signal in firmware, embedded systems, and backend engineering through conversations and code review.
- 4Partner with hiring managers: work with engineering leaders to scope roles, define interview loops, and calibrate on what excellent looks like.
- 5Champion candidate experience: keep candidates informed at every stage so they leave with a positive view of Base whether hired or not.
- 6Run on data: track pipeline health, time-to-fill, and stage conversion to identify bottlenecks and improve the process.
- 7Move at Base pace: manage a high volume of open roles simultaneously and make sound, fast decisions.
Requirements7
- 15+ years of technical recruiting experience with a track record of closing engineers.
- 2Experience recruiting in complex, hardware-adjacent environments such as hardware and software, robotics, IoT, or manufacturing-driven companies.
- 3Proven ability to source, engage, and close candidates in competitive markets.
- 4Strong technical acumen: evaluate real signal through technical conversations, portfolio review, or knowing what good code looks like.
- 5Data-driven approach to recruiting: track pipeline metrics and use them to make decisions, not just report status.
- 6Comfort with ambiguity: build processes where none exist and adjust quickly as priorities shift.
- 7Sound judgment under pace: move fast without sacrificing candidate experience or the technical bar.
Salary Insight
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