About Apollo

Apollo's mission is to make world-class GTM accessible to everyone. Half a million companies use our AI GTM System to find and win their next customers, and we're still early. If you want to recruit for one of the most ambitious AI companies in the market, at a rare moment in its growth, this is it.

About the Role

We're hiring a Senior Technical Recruiter to own hiring for complex, high-priority roles across Apollo's R&D org: Engineering, Data Science, and Security. You'll report to our Manager of Talent Acquisition and partner directly with engineering leaders.

This isn't a req-execution seat. You'll deliver strong results on your own searches and improve how hiring works around you: running hiring sprints, sharpening sourcing strategy, and building AI workflows the rest of the team picks up. You bring a playbook, adapt it to Apollo, and make it better.

What You'll Do

Deliver on high-priority, complex searches (Traditional Output)

• Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offer
• Build intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companies
• Adapt your approach in real time based on market signals and funnel data, not just volume
• Calibrate pipelines with hiring managers early so the first slate lands

Influence hiring decisions (Stakeholder Partnership)

• Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality
• Run sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing starts
• Push back with data when expectations and the market don't match, and handle tough conversations independently

Sell the story (Candidate Experience)

• Pitch Apollo's mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talent
• Treat recruiting like sales: understand motivations, manage expectations, and close
• Keep every candidate informed and respected, hire or no hire

Diagnose with data (Data & Analytics)

• Own clean pipeline data in Greenhouse and Gem
• Diagnose conversion and velocity patterns across your vertical and turn them into recommendations
• Use data as the foundation for stakeholder conversations, not an afterthought

Build AI-powered workflows (AI & Automation)

• Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting
• Measure their impact on speed and quality, then share what works with the team
• Critically evaluate AI outputs; you know when to trust the tool and when to override it

Connect the dots (Cross-Functional)

• Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoff
• Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts

Own it beyond your reqs (Extreme Ownership)

• Lead team-level initiatives: hiring sprints, process improvements, pipeline strategies
• Drive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAs
• Spot what's broken in your corner of the hiring system and fix it

What You'll Bring

• 5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
• Deep technical credibility: you understand engineering roles and levels well enough to source and assess without a script
• A track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
• Strong independent sourcing chops and a bias toward top-of-funnel ownership
• Proven ability to influence hiring managers with data and market insight
• Hands-on AI fluency: you can walk us through specific workflows you've built and the results they drove
• High ownership, comfortable with ambiguity and extreme pace
• Strong familiarity with Claude, ChatGPT, or other LLMs.

Nice to Have

• Experience recruiting in both US and Canadian markets
• Background thriving in high-performance, team-based environments: competitive athletics (collegiate or otherwise), startups, or anything where you trained, competed, and won as a team
• Experience leading a hiring sprint or recruiting initiative end-to-end