About the role

THE ROLE We're looking for a Talent Partner who brings operator-level credibility to technical recruiting. You'll be the strategic force behind search execution for PCT's clients — companies ranging from pre-seed to pre-IPO — partnering directly with founders and technical leaders to hire exceptional engineering and technical talent. This role is perfect for someone who thrives with autonomy, has a high bar for quality of hire, and is energized by building repeatable yet flexible recruiting processes across different company stages and hiring contexts. Note: This role is fully remote, but will require on average 4-5 hours of overlap a day within the 9-6pm PT timezone due to client, team, and candidate overlap. WHAT YOU'LL OWN - End-to-End Search Execution: Lead full-cycle technical searches across Engineering and adjacent functions (Product, Design, Data, Security, QA) for PCT clients - Stakeholder Partnership: Partner directly with founders and VP-level leaders to qualify roles, align on hiring criteria, and move searches forward with urgency - Process Architecture: Build and coach clients through structured, high-signal interview processes — especially when working with first-time hiring managers - Market Intelligence: Conduct deep talent mapping and competitive analysis to identify where the best candidates are and how to reach them - Pipeline Development: Create innovative sourcing strategies that go beyond inbound and referrals to build diverse, high-quality candidate pipelines - Candidate Assessment: Screen and evaluate senior+ technical talent with the judgment to know what separates good from great - Data & Reporting: Track pipeline health, pass-through rates, and search progress — using data to optimize your approach and communicate clearly with clients - Collaboration: Work closely with PCT's Technical Sourcers to align on targeting strategy and move searches efficiently WHAT YOU'LL BRING - Experience: You've spent the majority of your career in technical recruiting inside product-led or SaaS companies. You've owned senior and staff+ searches end-to-end and have the credibility to walk into a room with a CTO and immediately earn their trust - Scope: You've hired across Engineering and at least a few adjacent technical functions — Product, Design, Data, Security, or QA. You're not a generalist, but you're not one-dimensional either - Autonomy: You don't need someone to tell you how to prioritize your day. You're used to managing multiple searches simultaneously and making judgment calls without hand-holding - High Bar: You've worked somewhere with a genuinely high talent bar and can articulate — concisely — what separates a strong candidate from an exceptional one - Sourcing Chops: Boolean search, talent mapping, and high-volume outreach are native to your workflow, not tasks you outsource - Communication: Strong written communication skills. You can synthesize a search update, write a compelling candidate message, or brief a founder — all with clarity and efficiency - Tools: Comfortable in an ATS (Ashby experience a plus, but not required) and curious about how AI and new tooling can sharpen your workflow THIS ROLE PROBABLY ISN'T FOR YOU IF: - You only know how to source on LinkedIn Recruiter. We don't use legacy tools- we are building our own and testing the newest ones on the market that drive towards outcomes - If you haven't been using AI tools daily and are only familiar with ChatGPT - You're a hiring generalist who hasn't gone deep on technical recruiting - You need significant ramp time before operating independently with senior stakeholders - The majority of your experience is in high-volume or early-career hiring - You're coming in with a fixed playbook and aren't excited to think from first principles - You want heavy structure and frequent direction — we give you ownership, not a checklist CONTRACT TERMS This is a contract-to-hire position