Senior Technical Recruiter

Incident IQ Senior Technical Recruiter

Company Overview 

Atlanta-based, Incident IQ is a SaaS service management platform built exclusively for K-12  schools that is transforming K-12 workflows including IT asset management, help desk ticketing, facilities maintenance solutions, Human Resources service delivery, and more.  Our mission is to revolutionize how school districts manage operational support activities to better serve students and drive instructional efficiencies. Incident IQ is a dynamic, fast-growing company focusing on providing innovative cloud-based software. The Incident IQ platform has been rapidly adopted by K-12 school districts. Today, millions of students and teachers in districts across the U.S. rely on the IncidentIQ platform to manage and deliver mission-critical services. 

Since the company's founding, Incident IQ has built a culture focused on customer success and product leadership; we are passionate about helping school districts achieve operational efficiency. Incident IQ’s environment is inclusive and transparent, and our team members are respected and valued contributors who consistently exhibit openness, integrity,  collaboration, enthusiasm, and effort. 

Sr. Recruiter Overview 

We are seeking an experienced Senior Technical Recruiter to lead and manage the recruitment of top-tier technical talent for our organization. As a Senior Technical Recruiter, you will utilize your deep understanding of technology and industry trends to identify, engage, and secure highly skilled candidates for various technical roles. You will collaborate closely with hiring managers and technical teams to ensure that we attract and hire talent that aligns with our company’s technical needs and organizational culture.

We look for excellent communication, time management, and organization skills with the ability to juggle multiple roles at once. You must have a strong aptitude to work in a fast-paced environment and a good understanding of recruiting software, processes, and procedures.

 

Sr. Recruiter Responsibilities: 

• Oversee the complete recruitment process for technical positions, including job posting, candidate sourcing, interviewing, and offer negotiation. Ensure a seamless and positive experience for candidates.
• Develop and implement effective sourcing strategies to attract top technical talent. Utilize a variety of channels such as job boards, social media, tech meetups, and professional networks.
• Work closely with hiring managers, technical leads, and engineering teams to understand their specific needs and provide expert advice on talent acquisition strategies, technical skills requirements, and market trends.
• Conduct thorough interviews and assessments to evaluate candidates' technical expertise, problem-solving abilities, and cultural fit. Provide detailed feedback and recommendations to hiring teams.
• Stay informed about industry trends, emerging technologies, and the competitive landscape to offer valuable insights and recommendations for talent acquisition strategies.
• Continuously review and enhance recruitment processes and tools to improve efficiency, effectiveness, and the candidate experience, with a focus on technical roles.
• Promote our company’s technical culture, values, and opportunities to potential candidates and the broader tech community. Act as a brand ambassador for the company in all recruitment activities.
• Maintain accurate records of recruitment activities, candidate interactions, and hiring metrics. Generate and analyze reports to track recruitment performance and identify areas for improvement.
• Provide guidance and mentorship to junior recruiters and HR team members, sharing best practices and contributing to the development of recruitment strategies and policies.
• May participate in special projects or other duties as assigned

 

Key Skills/Experience: 

• Deep understanding of technical roles, industry trends, and technology stacks.
• Strong communication, negotiation, and interpersonal skills.
• Ability to build and maintain relationships with technical candidates and hiring teams.
• Proficiency in using applicant tracking systems (ATS) and other recruitment technologies.
• Analytical mindset with the ability to leverage data to drive recruitment decisions.
• Strong sense of ownership and the ability to manage multiple priorities simultaneously
• High level of integrity, confidentiality, and professionalism.

 

What makes Incident IQ different:

• We facilitate