Technical Recruiter

📋 Description

• • Own the full-cycle sourcing and recruitment pipeline for technical roles across software, hardware, mechanical, electrical, controls, perception, and forward deployment engineering teams at Monumental.
• • Proactively source passive engineering talent through unconventional channels including personal websites, GitHub repositories, academic citations, Discord communities, Substack publications, and YouTube technical content creators.
• • Partner closely with hiring managers to deeply understand technical requirements, project contexts, and what constitutes exceptional performance in each role within R&D.
• • Design and execute tailored outreach strategies that resonate with engineers who typically ignore generic LinkedIn InMails and job boards.
• • Deliver a consistently exceptional candidate experience from initial contact through final interview stages, ensuring clarity, responsiveness, and respect for candidates’ time and expertise.
• • Analyze and iterate on sourcing metrics to optimize conversion rates, time-to-fill, and quality-of-hire across all technical functions.
• • Build and maintain a pipeline of high-caliber technical candidates even before roles are officially opened, anticipating hiring needs in a fast-scaling environment.
• • Identify and engage with engineers from niche technical communities and under-the-radar ecosystems that traditional recruiters overlook.
• • Act with high ownership: if processes are inefficient, outreach is ineffective, or candidate flow is lagging, propose and implement solutions independently.
• • Work exclusively on-site five days a week in Monumental’s Amsterdam office, collaborating daily with engineering and operations teams in the studio environment.
• • Maintain a deep understanding of Monumental’s mission to automate on-site construction using robotics and software, enabling authentic, compelling communication of company vision to candidates.
• • Prioritize quality over volume: reject the temptation to fill roles quickly with mediocre candidates; instead, communicate transparently when searches require more time to find the right fit.
• • Evolve recruitment practices rapidly as the company scales from 100 to 200+ engineers, adapting workflows, tools, and sourcing strategies to meet shifting priorities.
• • Leverage data to inform decisions — track response rates, time-to-response, interview conversion, and offer acceptance rates to refine your approach continuously.
• • Build long-term relationships with top engineering talent in Europe, fostering trust and engagement that leads to future referrals and repeat interactions.
• • Ensure all communications — whether email, voice call, or in-person — are human, specific, and thoughtful, standing out in a noisy talent market.
• • Navigate ambiguity confidently: roles, tech stacks, and hiring priorities evolve daily; you adapt quickly without needing rigid templates or static processes.
• • Act as a trusted advisor to engineering leaders, earning credibility through consistent delivery, technical fluency, and deep knowledge of candidate markets.
• • Represent Monumental as a mission-driven, high-ambition startup to candidates who are evaluating opportunities in deep tech and robotics.
• • Coordinate interview schedules, feedback loops, and offer negotiations with precision, ensuring a seamless and professional experience for all stakeholders.