Senior Technical Recruiter
At a glance
Senior Recruiting & Talent Acquisition role at Sereact. London · full-time · no salary stated · we estimate £88,500–£96,500.
Sereact has not published a salary for this role. The figure below is our estimate, not theirs.
hrroles summary, based on the employer's posting.
What you'll do
- Run hiring from role intake through offers, keeping the candidate experience consistent at each step
- Set hiring plans and interview standards with managers, then create role-specific scorecards and screening guides
- Build inbound and outbound pipelines, including direct outreach for specialist roles that are hard to fill
- Manage offer discussions with hiring leaders and track candidate progress to address delays early
- Keep Ashby records current, monitor pipeline and hiring metrics, and improve recruiting tools and playbooks
What you bring
- At least four years managing full-cycle recruitment, ideally across technical and non-technical roles
- Experience hiring in a startup or fast-growth setting while owning many open roles with limited support
- Strong structured-interview and assessment skills, with a record of sourcing and closing passive candidates
- You can use Ashby or a comparable ATS and keep records accurate enough for reporting
Who this fits
This suits a senior recruiter who can own searches independently, build processes, and challenge hiring managers when needed. The role is hybrid and based in London or Stuttgart.
From the employer
Senior Technical Recruiter
Location: London or Stuttgart
Employment Type: Full time
Location Type: Hybrid
Department: Talent
Who We Are:
We build the intelligence that lets robots sense, reason, and act in the real world, moving beyond the lab and into everyday industrial settings like warehouses and factories. Our technology closes the automation gaps that traditional systems can't solve. We are on a mission to redefine how physical work gets done, and we're looking for curious, bold thinkers to help shape the future of robotics with us.
Overview:
We're scaling fast across research, engineering, and deployment as Cortex, our vision-language-action model, moves into more live robotic cells across the EU and US. We're looking for a Senior Recruiter to own full-cycle recruiting for a portfolio of roles, working closely with hiring managers to build pipelines, run a rigorous process, and close strong candidates in a market where the best people have options. You'll operate with real autonomy over your reqs and be expected to build process, not just execute one handed to you.
Your Responsibilities:
Full-Cycle Recruiting & Ownership
Own full-cycle recruiting for a portfolio of roles, from intake through offer, ensuring a consistent and high-quality candidate experience at every stage
Manage offer strategy and negotiation in partnership with hiring managers and leadership, keeping compensation and equity consistent with internal bands
Track time-in-stage across your pipelines and proactively unblock stalled candidates rather than waiting for a hiring manager to flag it
Hiring Manager Partnership & Process Design
Partner directly with hiring managers to define role requirements, calibrate the interview process, and align on what a strong hire actually looks like for each position
Build and refine scorecards, structured interview kits, and screening criteria specific to each function you own
Coach and calibrate interviewers on assessment standards, turning subjective impressions into structured, defensible hiring decisions
Pipeline & Sourcing
Build and manage a healthy, prioritized pipeline across inbound and outbound channels, balancing sourcing effort against proven high-yield channels
Run proactive outbound sourcing for specialist or hard-to-fill roles instead of relying on inbound alone
Manage relationships with external agencies and vendors where used, including scoping engagements and monitoring fee exposure
Data & Process
Maintain accurate, up-to-date candidate and requisition data in Ashby, supporting reliable reporting on pipeline health, conversion rates, and time-to-hire
Flag process gaps or bottlenecks early, and contribute directly to the tools and playbooks the Talent function is still building out
Qualifications:
Education and Experience
4+ years of full-cycle recruiting experience, ideally spanning both technical and non-technical hiring
Experience recruiting in a startup or fast-growth environment, comfortable owning a high volume of live reqs with limited support
No specific degree requirement; track record matters more than credentials
Skills
Strong command of structured interviewing and competency-based assessment, not just informal impression-based screening
Proven ability to source and close passive candidates through outbound channels, not just manage what comes in
Comfortable partnering directly with hiring managers and pushing back when a process or bar needs to change
Fluent in an ATS (Ashby or equivalent), with the discipline to keep data clean and reporting-ready
Additional Skills / Nice to Have
Experience recruiting for robotics, hardware, or deep-tech companies
Experience recruiting across multiple geographies, particularly EU and US
German fluency
Experience building recruiting processes from scratch rather than only operating within an existing one
What We Offer:
Wellpass (gym membership)
Flexible working hours
A motivated team and an open corporate culture
Competitive compensation and excellent career development opportunities
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