Senior Technical Recruiter

We are seeking a Senior Technical Recruiter to lead full-cycle recruiting for business-critical technical roles across Engineering, Product, Data, AI/ML, Security, and related functions. You will be both a builder and an advisor: translating evolving business priorities into thoughtful talent strategies, engaging exceptional candidates in competitive markets, and helping leaders make high-quality hiring decisions.

You will thrive in this role if you are comfortable navigating change, creating clarity where requirements are still taking shape, and moving between strategic consultation and hands-on execution. You will partner closely with executives, hiring leaders, HR Business Partners, People Analytics, Compensation, and the broader People team to build diverse, high-performing technical teams.

What You’ll Do

• 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.

What You Bring

• 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.

Preferred Qualifications

• 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.

How Success Will Be Measured

• 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.