Technical Recruiter Partner

Fearless is looking for a Technical Recruiter Partner (Technical Recruiter III) to add to our diverse team of 250+ employees (and counting!).

What you’ll be doing

The Technical Recruiter Partner builds pipelines of qualified candidates for Fearless’ Agile, Design, Engineering, and Product practices, which serve government and non-government clients across a wide range of portfolios. Serves as an advocate for and partner to Fearless hiring stakeholders and partner verticals. Serves as a mentor to Technical Recruiters and Technical Talent Sourcers. 

Base Camp Contribution 

• Hires qualified candidates that meet technical skills, business fit, and culture add requirements. 
• Proactively sources, engages, and activates passive candidates who are Federal Government clearance-eligible talent using tools like Indeed, LinkedIn Recruiter, Dice, ClearanceJobs.com, and other alternative search techniques and tools. 
• Displays personal leadership and works collaboratively with others to create a positive team environment.
• Manages and conducts labor market research to identify trends and opportunities to inform sourcing strategies.
• Prepare active or pipeline building job requisitions for internal and external postings ensuring that all required compliance language is included. 
• As a member of People Operations, serves as a custodian of Fearless’ Purple Sauce (culture code).
• Work closely with human resources partners to request salary justifications, complete required actions to advance candidates to the onboarding stage, and to receive guidance around employment compliance requirements.  
• Generates contingent offer letters using ATS system, ensuring that all applicable Fearless and client contingencies are included. 

Core Contribution

• Partners with internal stakeholders to understand forecasted needs by proactively scheduling strategy sessions, creating spaces for ongoing communications, and utilizing internal reporting tools. 
• Prioritizes the business  needs of the organization by developing a strong understanding of Fearless’ compensation structure to ensure candidates align with salary requirements for each project. Builds lasting relationships with diverse affinity groups with network members who possess the required technical capabilities and experience for Fearless’ clients . 
• Adapts  sourcing strategies, advises leadership, and serves as subject matter expert about candidate pools (who they are, where they are, their needs and values, etc). 
• Participates in in-person or virtual conferences, career events, and other networking engagements requiring Fearless’ Recruiting team to be represented. This includes hosting recruiting-focused information sessions, speed interviews, and other Recruiting Team lead engagements. 

Advanced Contribution 

• Advises internal stakeholders about how to communicate our Fearless brand to candidate pools.
• Applies best practices to disrupt bias and create belonging with candidates, team members, and internal stakeholders. 
• Advises on how to scale recruiting practices and investments to more effectively meet talent acquisition targets. 

Exemplary Contribution 

• Empowers others to build eminence and presence at events, associations, or places where potential candidates are present. 
• Leverages knowledge gained in candidate interactions to share trends, emerging capabilities and services and best practices with hiring managers and stakeholders to inform the future growth of Fearless.

Impact

• Represents the Fearless brand.
• Meets established recruiting metrics around job requisition management, candidate pipelining, partner SLAs,  interviewing, and time-to-fill. 
• Meets established metrics around budgetary requirements for each new hire. 
• Supports Fearless’ goal to have high performing team members with capabilities needed to serve the needs of our customers through timely, high quality recruitment efforts

Roles

• Cultural Role: At Fearless, everyone is responsible for living out our values — create belonging, take initiative, open dialogue, and make an impact — and upholding our culture code.
• Practice/Department Role: At Fearless, everyone is expected to coach and grow the community. This person will engage with the People Operations community to continually grow their skills and the skills of others.
• Project/Team Role: The Technical Recruiter III typically works in a team environment, sharing the responsibility of delivering maintainable solutions with other team members. This role is a specialist (not people management). 

Physical Requirements

• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.

Essential Skills, Experience, or Competencies  Must-Have Skills

• 7+ years of experience in technical recruitment with recent work recruiting for roles aligned to Federal Government agencies, particularly, roles requiring Public Trust or clearance (up to and including Secret). 
• Demonstrated history of sourcing and recruiting mid-level to senior-level professionals with an array of relevant technical capabilities such as: Software development, software testing, DevOps, UX design/product design, Agile delivery, product management.
• Advanced user-level skills with search tools like Dice, Indeed, LinkedIn Recruiter, Monster, CareerBuilder, etc.
• Experience navigating recruitment processes using applicant tracking systems (ATS) 
• Experience maintaining multiple job requisitions across disciplines, simultaneously 
• Demonstrated commitment to remove unconscious bias from recruiting space by only focusing on candidates’ key capabilities and experience
• Strong interpersonal and decision-making skills.
• Demonstrated capability to lead cross-functionally.
• Ability to build strong internal and external relationships.

• Ability to operate and manage work, strategically reason, and build relationships, and influence others. 
• Bachelor’s degree in a relevant field is highly desirable

Icing-on-the-Cake Skills 

• Strong understanding (from a recruitment perspective) of advanced technology and skills such as AI technology, cloud engineering, information security, DevSecOps, Agile Transformation, and others. 
• Experience using project management tools like Monday.com or Smartsheet to manage assigned tasks and /or projects. 
• Experience using customer relationship management (CRM) tools like Hubspot, Mailchimp, Salesforce, and or Gem.
• Experience using other tools like Slack, Google Workspace applications, Mural, Gather, and Hubspot
• Strong understanding of Agile methodology and a project management-focused mindset
• Possesses staffing, recruiting, HR, and or DEI certifications/certificates
• Possesses active Public Trust
• Possesses a ready pipeline of mid-level to senior Agile, Design, Engineering, and Product professionals. 
• Values-based approach when describing strategy.
• Experience using Greenhouse ATS
• Demonstrated ability to adapt to an ever changing environment.
• Existing partner relationships.
• Detailed knowledge of software labor categories.