How to hire a lead technical recruiter

How to hire a lead technical recruiter, step by step

Here's a step-by-step lead technical recruiter hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a lead technical recruiter job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new lead technical recruiter
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The lead technical recruiter hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A lead technical recruiter's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead technical recruiters from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of lead technical recruiters and their corresponding salaries.

   Type of Lead Technical Recruiter	Description	Hourly rate
   Lead Technical Recruiter	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$33-67
   Self-Employed	A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends... Show more	$12-21
   Staffing Coordinator	A staffing coordinator is responsible for assisting the staffing needs of an organization, organizing the hiring process, and monitoring the working schedule of staff to ensure smooth operations. Staffing coordinators often coordinate with recruiting agencies for staffing solutions to fill roles and process onboarding... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HR
   • Linkedin
   • Applicant Tracking Systems
   • Interview Process
   • Java
   • Recruitment Process
   • Source Candidates
   • Business Development
   • Internal Database
   • Technical Professionals
   • Career Fairs
   • ATS
   • Technical Recruiters
   • Reference Checks

   Check all skills

   Responsibilities:

   • Manage requisition pipelines utilizing various sourcing and ATS tools.
   • Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
   • Train new employees on optimal sourcing, recruiting, and ATS database utilization.
   • Build and maintain relationships with industry contacts in the healthcare and financial services verticals.
   • Utilize Taleo (online recruiting database) to track candidates' progress from candidate to new hire status.
   • Maintain accurate, complete and up-to-date information in requisition/applicant tracking system (Taleo) to facilitate recruitment metric reporting.

3. Make a budget

   Including a salary range in your lead technical recruiter job description is a great way to entice the best and brightest candidates. A lead technical recruiter salary can vary based on several factors:

   • Location. For example, lead technical recruiters' average salary in hawaii is 54% less than in california.
   • Seniority. Entry-level lead technical recruiters earn 51% less than senior-level lead technical recruiters.
   • Certifications. A lead technical recruiter with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a lead technical recruiter's salary.

   Average lead technical recruiter salary

   $98,827yearly

   $47.51 hourly rate

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   Entry-level lead technical recruiter salary

   $69,000 yearly salary

   Updated December 19, 2025

4. Writing a lead technical recruiter job description

   A lead technical recruiter job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a lead technical recruiter job description:

   Lead technical recruiter job description example

   Flow is a technology and services company that enables brands and retailers to become international and sell cross-border. Flow's API driven platform enables merchants to sell & ship globally from their own sites, solving all cross-border pain points throughout the entire e-commerce supply chain, such as local payment methods, international shipping options, and all aspects of the upstream site localization such as duty/tax calculation, local pricing and product restrictions. Flow makes it easy for merchants to solve these enormous points of friction when selling globally. The result is a next-generation platform for cross-border commerce, focused on customer experience and maximizing conversion rates.
   
   Flow has raised $55m+ in funding (most recently Series B) from world-class funds including NEA, Amex Ventures, Bain Capital Ventures, Forerunner Ventures, Fung Capital, and more.
   ABOUT THE ROLE:
   
   The Lead Tech Recruiter will play a critical role in hiring exceptional talent while driving towards our ambitious recruitment goals as Flow scales exponentially in 2021 and beyond. You are excited to build structure, processes, and programs in partnership with the broader recruiting and people operations teams. You strive for operational excellence and are passionate about building and optimizing, using a blend of both creative and data-driven solutions.
   
   This role reports to the Head of Talent Acquisition and is based out of our Hoboken, NJ HQ office with flexible remote work opportunities.
   MAIN RESPONSIBILITIESSource, recruit and present exceptional technical talent while meeting recruitment goals and ensuring a world-class candidate experience. Partner with hiring managers and interviewers to develop best practices for hiring efforts while creating processes for scalability and quality. Drive diversity, equity, and inclusion at every stage of the recruiting process. Oversee and assist in the execution of executive-level searches within the tech org as well as manage relationships with ad hoc external tech recruiters. Partner closely with the People Operations team on building and maintaining recruitment metrics reporting by utilizing Lever (ATS) and holding hiring managers accountable to our recruitment guidelines. Assist with programs focused on enhancing candidate experience, interviewer training, employer branding, and referrals. Partner with other members of the recruitment team and people operations for job description management, people analytics, and internal mobility, and other ad hoc projects as assigned.
   SKILLS, ABILITIES & QUALIFICATIONS At least 6+ years of recruiting experience in a fast-paced, high-growth environment (combination of agency and in-house experience). Tech recruitment experience a must, preferably for high growth startups Experience sourcing and closing profiles ranging from new grad to senior management positions Understanding of key recruiting metrics, their significance, and how to derive them - very data-driven! Track record of taking ambiguous projects and turning them into successful programs Experience successfully partnering with hiring teams throughout the recruiting process, acting as an effective hiring partner Relentless drive to find and connect with the best talent Excellent verbal and written communication skills, with an appropriate blend of professionalism and friendliness A growth mindset and be truly flexible. You can shift tasks and priorities when circumstances change (at a fast-growing startup, they often do) High emotional intelligence and aptitude for nurturing cross-functional partnerships
   At Flow, we look for those with a passion for learning and who desire to have meaningful impact. We are a team of problem-solvers and out-of-the-box thinkers. We welcome diverse perspectives and people that enjoy being challenged - come join us!
   
   A little bit about life at Flow:
   We offer competitive health insurance for you and your family, flexible paid time off and retirement saving plans to name a few.
   
   All employees are granted stock options so when we say Act Like an Owner is one of our values, we really mean it. You can come to work every day knowing you will always be surrounded by kind and talented people who you will learn from and genuinely care about you.
   
   We invest in growing our people-personally and professionally. Every employee has access to LinkedIN Learning and a professional development budget.
   
   You don't need to come into the office every day because we trust you to deliver exceptional results. We do have certain days designated for everyone to come in since team brainstorming, collaboration and cultural activities are fun to do in person!
   
   Go karting and whiskey tasting to hot sauce competitions and company wide ping pong tournaments - we've got all the bases covered. Flow is so much more than sitting in front of your desk all day.
   
   Flow is an equal opportunity employer. Our team is made up of people from a wide variety of backgrounds and lifestyles. We embrace diversity and welcome applications from people of all walks of life.

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5. Post your job

   To find the right lead technical recruiter for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with lead technical recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit lead technical recruiters who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your lead technical recruiter job on Zippia to find and recruit lead technical recruiter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit lead technical recruiters, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new lead technical recruiter

   Once you've found the lead technical recruiter candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new lead technical recruiter. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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