Job Description

About us:

The global hiring revolution is shaping a future where talent can thrive everywhere, driving innovation and progress on a global scale. Multiplier is at the forefront of this change. By removing barriers and simplifying global hiring, we’re creating a level playing field where businesses and individuals – (like you) – can compete, grow, and succeed, regardless of geography.

Multiplier empowers companies to hire, onboard, manage, and pay talent in 150+ countries, quickly and compliantly. Our mission is to build a world without limits, where ambitious businesses can look beyond borders to build their global dream teams.

Our unified employment platform, complete with world-class EOR, AOR and Global Payroll products, means it has never been easier to seize the global hiring opportunity.

We’re backed by some of the best in the business, (Sequoia, DST, and Tiger Global), are led by industry-leading experts, scaling fast, and seeking brilliant like-minded enthusiasts to join our team. The future is borderless. Let’s build it together.

About the Role

As a Senior Talent Acquisition Specialist – Tech, you will own end-to-end technical hiring across engineering and technology functions. You will work closely with engineering leaders and hiring managers to understand technical requirements, build targeted talent strategies, identify exceptional engineers, and close high-quality candidates in a competitive market.

This role requires someone who is equally strong at technical talent sourcing, candidate assessment, stakeholder management, and closing.

What You’ll Do

• Own the end-to-end recruitment lifecycle for technical roles, from intake and sourcing through offer and onboarding.
• Partner closely with Engineering Managers, Tech Leads, and senior stakeholders to understand technical requirements and translate them into effective hiring strategies.
• Build targeted sourcing strategies for niche and high-demand technical talent.
• Identify and engage passive candidates through LinkedIn Recruiter, referrals, talent communities, GitHub, and other relevant sourcing channels.
• Build and maintain strong pipelines across engineering and technology functions.
• Develop a strong understanding of technical roles, technologies, engineering practices, and candidate profiles to ensure effective sourcing and screening.
• Conduct initial candidate assessments covering technical experience, career trajectory, motivation, communication, and role alignment.
• Partner with technical interviewers and hiring managers to continuously improve interview processes and candidate evaluation.
• Manage multiple technical searches simultaneously while maintaining high standards of candidate quality and experience.
• Own candidate engagement and drive the hiring process through to closure, including offer management and negotiations.
• Provide hiring managers with talent-market intelligence, including availability, compensation benchmarks, competitor landscape, and sourcing challenges.
• Proactively identify bottlenecks and recommend changes to improve hiring velocity and quality.
• Build talent maps and proactive pipelines for critical and future technical hiring needs.
• Track and analyze recruitment metrics including pipeline conversion, source effectiveness, time-to-fill, offer acceptance, and quality of hire.
• Contribute to employer branding and technical talent engagement initiatives.
• Drive continuous improvements across technical recruiting processes, sourcing strategies, interview experience, and candidate experience.

What We’re Looking For

• 5–8 years of experience in technical talent acquisition, preferably within a high-growth startup, SaaS, fintech, or global technology organization.
• Strong track record of hiring software engineers and other technical talent, including hard-to-fill and niche roles.
• Excellent passive candidate sourcing and talent-mapping skills.
• Hands-on expertise with LinkedIn Recruiter and other technical sourcing channels.
• Strong understanding of software engineering roles, technologies, and technical career paths.
• Ability to understand technical JDs and translate complex requirements into effective sourcing strategies.
• Strong candidate screening and assessment capabilities.
• Proven experience partnering with Engineering Managers, Tech Leads, and senior technology stakeholders.
• Strong offer negotiation and candidate-closing skills.
• Ability to use data and market intelligence to influence hiring decisions.
• Strong communication and stakeholder management skills.
• Comfortable working in a fast-paced, high-growth environment with multiple priorities.
• A strong bias for ownership, execution, and delivering high-quality talent.