Technical Recruiting Manager

What you'll do

• Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth, including those who are already strong.
• Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation.
• Standardize technical interviewer training: build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard.
• Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation.
• Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

What we're looking for

• 8+ years in technical recruiting, including at least 2 years managing a team, you've supported an engineering org through significant scale and know what had to be built at each stage.
• An independent, developed point of view on what strong engineering and PM talent looks like, you can coach your recruiters to hold that same bar and have a credible conversation with a skeptical engineering leader about what recruiting can actually improve.
• Infrastructure builder, not just a process runner, you've stood up at least one of the following from scratch: interview committees, interviewer training programs, or calibration frameworks.
• Stakeholder credibility, you push back when you're right, bring data when you disagree, and build trust with leaders who have high standards.
• Strong team developer, you know how to coach high-performing ICs to get stronger and manage through performance issues without letting them drag the team.
• Closer and seller, you know how to position Chainguard against a late-stage pre-IPO, a FAANG team, and an early-stage startup, and you've closed candidates who had better-known options.