• 4–8 years of hands-on talent acquisition experience, ideally with strong exposure to software engineering and technology/product hiring.
• Proven ability to independently source, screen and progress candidates for varied technical roles, including at least some mid-to-senior positions.
• Working understanding of modern software roles and skill distinctions, with the judgment to ask useful screening questions without claiming to replace technical interviewers.
• Comfort with sourcing tools, Boolean search, outreach, structured screening, interview coordination and candidate pipeline reporting.
• Clear written and verbal communication, sound candidate judgment, follow-through and confidence engaging senior professionals.
• Ability to work across changing priorities in a lean team, with limited supervision and without relying on a large recruitment support structure.

Good to have