Senior Technical Recruiter

Own full-cycle recruiting. Lead intake, market mapping, sourcing, assessment, selection, offer development, closing, and candidate follow-through for complex technical searches.

Advise with credibility. Partner with executives and hiring leaders to clarify capability needs, challenge assumptions, calibrate profiles, and align on practical hiring plans and decision criteria.

Build targeted talent strategies. Develop proactive pipelines for scarce and emerging skills, including AI/ML, data, platform, infrastructure, security, and senior product or engineering leadership talent.

Use data to improve decisions. Translate recruiting funnel, market, quality, and velocity data into clear insights; identify risks early and recommend adjustments to sourcing, process, profile, or compensation strategy.

Strengthen assessment quality and inclusion. Design structured interview plans, expand access to opportunity, and help leaders evaluate technical capability and the behaviors needed to succeed in Poshmark’s evolving environment.

Deliver an exceptional experience. Create a transparent, responsive, and human candidate journey that reflects Poshmark’s community-centered brand—even when priorities or timelines shift.

Enable workforce planning. Contribute external talent intelligence and pipeline insight to headcount planning, organizational design, succession, and build-versus-buy talent decisions.

Scale recruiting practices thoughtfully. Improve playbooks, systems, interviewer readiness, and cross-functional ways of working; use AI-enabled tools to increase reach and efficiency while protecting fairness, privacy, and human judgment.

7+ years of full-cycle recruiting experience, including substantial ownership of technical searches in a high-growth, transformation, or similarly dynamic environment.

Demonstrated success recruiting across multiple technical disciplines and levels, from highly specialized individual contributors through senior leaders.

Strong technical fluency and the curiosity to understand architectures, engineering domains, data and AI capabilities, and the business problems behind a role.

A consultative approach, strong communication, and the judgment to influence senior stakeholders, surface tradeoffs, and redirect a search when market evidence warrants it.

Advanced sourcing and talent-mapping capability, including the ability to build relationships with passive candidates and underrepresented talent communities.

Experience using recruiting metrics and external market intelligence to diagnose funnel health, communicate risk, and improve hiring outcomes.

A commitment to equitable hiring practices and structured, evidence-based assessment.

Experience recruiting AI/ML, data science, data engineering, platform, infrastructure, cybersecurity, or other scarce technical talent.

Experience supporting an organization through transformation, executive transition, reorganization, or a significant evolution in operating model and ways of working.

Experience partnering on technical workforce planning, talent segmentation, job architecture, or skills-based hiring.

Experience recruiting for a consumer marketplace, social commerce, or e-commerce company and partnering with global or distributed teams.

Hiring leaders view you as a trusted advisor who improves role clarity, assessment quality, and hiring decisions.

Critical searches move with appropriate speed while maintaining a high bar for candidate quality, inclusion, and candidate experience.

Talent pipelines are stronger and less reactive for Poshmark’s most important or difficult-to-fill technical capabilities.

Recruiting data and market insight lead to earlier, better-informed decisions about profiles, process, location, level, and compensation.

The recruiting practices you build can be adopted and scaled by others across the organization.