Why Praxent?

What You'll Do

We're hiring a Senior Recruiter to own our hardest US technical requisitions and to set the standard for how this team reaches the market. The roles are forward deployed and applied AI engineers, technical directors, and delivery leaders, hired for aour practices that are growing fast on the back of our Anthropic and Microsoft partnerships. You'll carry a full portfolio against a 35-day time-to-hire, and you'll write the outreach that gets those candidates to answer. This is a craft role rather than a management one. You won't have direct reports. You'll own the written quality of what leaves this team, which is the part of recruiting that gets skipped when everyone is busy and the part that decides whether a senior engineer replies.

Here's how you'll do it:

• Fill the Roles: Own a full portfolio of US senior technical requisitions from hiring manager intake through offer, holding time-to-hire under 35 days without trading away the quality of the slate.
• Own the Outreach: Write every sequence this team sends and build the campaigns in Greenhouse. Choose the channels from what our own hiring data shows has converted, and be able to defend the order you picked.
• Raise the Bar: Review the team's candidate and stakeholder communication before it goes out, and hold a standard on it without souring the relationship. Coach our interviewers so scorecards come back complete and decisions rest on evidence.
• Partner with Hiring Managers: Run intake and calibration with our VPs and practice leads. When a decision is yours, make it and tell them what you did.
• Use AI-Native Tooling: Put AI to work in sourcing, screening and drafting, and verify every word before it reaches a candidate. We expect you to move efficiently with these tools and to stand behind what they produce.

We'd Love to Hear From You If

• You write outreach that senior people answer. A draft you hand to a VP goes out without anyone editing it first, and you know the difference between a message that sounds polished and one that earns a reply.
• You bring data before anyone asks for it. When you recommend a change to a sequence or a channel, you have already looked at what converted on the last three roles, and you change your position when the numbers say to.
• You've hired senior technical talent in a competitive market. You are credible on engineering, agentic and forward deployed roles, you can hold your own with a VP of Engineering, and you say so plainly when you don't know something.
• You hold a standard on other people's work. You can tell a colleague their draft isn't ready, explain why in a way they can use, and still have a good working relationship the next morning.
• You run a clean ATS. Greenhouse hygiene, campaign structure, prospect pools and reporting are part of the craft for you rather than administration you'll get to later.
• You close your own loops. You raise a blocker the day it appears with the answer you think is right attached, and you follow a question through to a decision rather than leaving it open.

Required Skills

• Full-Cycle Recruiting: Five or more years recruiting technical roles end to end, including senior and principal level engineering hires in the US market.
• Written Craft: Demonstrable ability to write outreach, candidate communication and executive updates that are ready to send without revision.
• Sourcing Strategy: Fluency with LinkedIn Recruiter, multi-channel sequencing, and the judgment to know which channel earns its place in a flow.
• ATS Depth: Hands-on Greenhouse experience, including CRM campaigns, prospect pools, scorecards and reporting.
• Stakeholder Management: Comfort running intake, calibration and difficult conversations with executives and practice leaders.
• Data Literacy: Ability to read conversion and funnel data and turn it into a decision you can defend.

What You’ll Love About Us:

• Stability. We've been in business for over 26 years.
• Work stays at work. We promote a healthy work/life balance to help ensure you have the time that you need. We encourage no more than a 40 hour work week.
• Great company culture. We’ve been recognized by Texas Monthly, Clutch, Comparably, and more for the quality of our workplace. Feel free to check out our rating on Glassdoor.
• We’re here to enable you. It’s your work and your career. Our management team is here to help you become who you want to be. Not to micromanage you.
• Stay Healthy. We offer medical, dental, and vision coverage as well as wellness days. We also provide disability insurance and we even have a wellness program.
• Plan for the future. We don’t want you to work here forever. Save for retirement with an IRA and we’ll match up to 3% every year.
• We value your ideas. At Praxent, our doors are always open. Need help? Come on in. Have a vision for the future of the company? We’d love to hear it.
• Rest and relaxation. Employees enjoy 15 days of PTO, 9 US holidays, 5 wellness days, and a closed office the last week of the year. Employees earn more PTO each year.
• You’re more than an employee, you’re a person. Every co-worker you’ll meet is committed to treating you with respect and kindness. You won’t hear stuff like, “It’s just business.”
• Family Values. Praxent provides paid parental leave regardless of parenting type.

The US base salary range for this full-time position is $$104,546-$117,039 and benefits. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

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