Technical Recruiter

📋 Description

• • Own full-cycle recruiting for NEAR Foundation’s rapidly expanding global team, partnering with engineering, product, data science, marketing, operations, and ecosystem growth leaders to identify, engage, and close exceptional talent across six continents.
• • Design and execute creative, data-driven sourcing strategies that reach deep into passive talent pools for hard-to-fill roles such as protocol engineers, smart-contract developers, zero-knowledge researchers, product managers, developer-relations leads, and community-growth marketers.
• • Become the trusted talent advisor to hiring managers: run intake meetings, define role requirements, craft compelling job descriptions, build interview plans, calibrate scorecards, and provide real-time market intelligence that shapes headcount strategy and compensation decisions.
• • Continuously optimize our Greenhouse ATS and surrounding recruiting stack (Gem, LinkedIn Recruiter, HackerRank, Metaview, Notion, Slack workflows) to reduce time-to-fill, improve candidate experience, and generate actionable funnel analytics that the leadership team reviews weekly.
• • Champion a seamless, inclusive candidate journey—from first outreach through offer, relocation, and onboarding—ensuring every prospect feels the NEAR values of openness, pragmatism, and simplicity at every touchpoint.
• • Build and maintain a living talent map of the global Web3, open-source, and high-growth startup ecosystems; track competitor org charts, compensation trends, visa policies, and diversity benchmarks so NEAR can stay two steps ahead in the war for talent.
• • Collaborate cross-functionally with People Ops, Finance, Legal, and Marketing to ensure offers are globally compliant, competitively packaged, and clearly communicated; negotiate complex equity, token, and fiat compensation structures with empathy and transparency.
• • Experiment with emerging sourcing channels—Discord communities, Twitter spaces, GitHub contributions, StackOverflow bounties, ETHGlobal hackathons, university blockchain clubs—to surface non-traditional candidates who embody our ecosystem-first mindset.
• • Host and moderate technical meetups, Twitter Spaces, and virtual hiring events that position NEAR as the employer of choice for builders who want to ship scalable, user-friendly Web3 products.
• • Iterate on employer-branding collateral (blog posts, landing pages, candidate FAQs, culture videos) in partnership with the Comms team to convert passive awareness into active applications.
• • Mentor junior recruiters and sourcers, sharing playbooks, Boolean strings, market maps, and negotiation tactics that raise the bar for the entire talent function.
• • Contribute to workforce-planning rituals, quarterly OKR reviews, and annual headcount budgeting, translating business roadmaps into phased hiring plans that balance speed, quality, and cost.
• • Stay obsessively current on global labor regulations—GDPR, IR35, EOR, PEO, visa categories, token-based compensation tax implications—so NEAR can hire compliantly in 40+ countries without friction.
• • Measure what matters: report weekly on funnel metrics (pass-through rates, offer-accept rates, diversity mix, candidate NPS) and quarterly on strategic KPIs (quality-of-hire, ramp-time, retention) to ensure recruiting drives real business impact.
• • Live and model NEAR’s core values: put ecosystem health first, default to transparency, choose pragmatism over perfection, make the complex feel simple, and grow constantly through feedback and experimentation.