Technical Talent Partner

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 with strong potential for permanent conversion based on performance and business needs. PCT believes in growing with talented people who are committed to building exceptional teams. Competitive compensation provided with placement-based bonuses.