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Technical recruiter resume example

A technical recruiter’s resume with five years of experience, agency then in-house. Engineering leaders hire recruiters who can find people who are not looking and talk to them credibly, so the resume leads with outbound sourcing and the technical roles filled.

Technical recruiter resume example, page 1 of 1Mei-Lin CastellanosTechnical RecruiterSUMMARYTechnical recruiter with five years hiring software, robotics and dataengineers, first at an agency and now in-house at a 400-person roboticscompany. Most of my hires come from outbound sourcing. I learnenough about each role to hold a real conversation with an engineer,and I give hiring managers pipeline data they can act on.EXPERIENCETechnical RecruiterMar 2023 – PresentFenwick Robotics · Boston, MA•Hired 31 engineers in 2025 (embedded, robotics software, perceptionand backend) while carrying 14 to 18 open roles.•Source 65% of hires through outbound work in LinkedIn Recruiter,GitHub and conference speaker lists, with a 34% reply rate onpersonalized messages.•Cut time to hire for senior embedded engineers from 74 days to 46 byredesigning the loop with the hardware team: one take-home insteadof two on-sites.•Built a weekly Greenhouse dashboard of pass-through rates by stage,which showed a 9% on-site to offer rate and led to a recalibratedinterview panel.•Partnered with engineering on a returnship program that hired 6engineers back after career breaks.Technical RecruiterJul 2021 – Feb 2023Bayside Tech Talent · Boston, MA•Placed 38 software and cloud engineers at 12 client companies, fromseed-stage startups to a 5,000-person insurer.•Ran intake calls for 70 roles and wrote job briefs that clients reused intheir own postings.EDUCATIONB.A. in Sociology2017 – 2021Northeastern University · Boston, MA•Co-op in talent acquisition at a Boston biotech company.CONTACTmei-lin.castellanos@example.com(617) 555-0186Boston, MAlinkedin.com/in/meilincastellanosSKILLSTechnical sourcingBoolean and X-ray searchLinkedIn RecruiterGreenhouseGemGitHub sourcingInterview loop designPipeline analyticsOffer negotiation and equitySoftware, embedded and MLrolesDiverse slate buildingCERTIFICATIONSAIRS Certified InternetRecruiter (CIR)AIRS · 2022
Technical recruiterUse this example

What recruiters look for

  • The roles you fill, named precisely: backend, front-end, mobile, embedded, data, ML, security, DevOps. “IT roles” is too vague for a tech hiring manager.
  • Outbound sourcing: share of hires from outreach, reply rates, the channels you search beyond LinkedIn.
  • Funnel data: pass-through rates by stage, time to hire, offer acceptance. Tech recruiting teams run on these numbers.
  • Interview process design: recruiters who improve the loop with engineering are valued far above order takers.
  • Closing skill: offer negotiation with equity, competing offers and counteroffers.

Writing the summary

Name the technical roles you hire, in-house or agency, and how many hires a year. Add how you find people (outbound, referrals, communities) and one line that shows you understand the work. Engineers read recruiter profiles too, so keep it plain.

The summary in this example

Technical recruiter with five years hiring software, robotics and data engineers, first at an agency and now in-house at a 400-person robotics company. Most of my hires come from outbound sourcing. I learn enough about each role to hold a real conversation with an engineer, and I give hiring managers pipeline data they can act on.

Generalist recruiter moving into tech

Corporate recruiter with four years filling finance, sales and operations roles, now handling all IT and data analyst hiring for a 1,200-person company. Completed a 10-week technical recruiting course and want to focus full time on engineering roles.

Lead or senior technical recruiter

Senior technical recruiter with eight years hiring engineers at two scale-ups, including building the first ML and infrastructure teams from zero. I run recruiting like a product: clear funnel data, a calibrated interview loop and a close rate above 85%.

Bullet points that work

Strong lines for this role, beyond the ones in the example. Borrow the shape and put in your own numbers.

  • Built the first data engineering team from 0 to 7 hires in 5 months for a newly funded analytics product.
  • Raised offer acceptance for senior engineers from 68% to 88% by sharing compensation bands and equity math at the first screen.
  • Grew diverse onsite slates from 22% to 41% of candidates by sourcing through 5 engineering communities and university alumni groups.
  • Reduced the interview loop from 7 hours to 4 with the engineering leads, with no drop in 1-year performance ratings of hires.
  • Sourced and closed a principal engineer who had declined 3 earlier approaches, after 4 months of staying in touch.
  • Wrote 25 sourcing playbooks with search strings and target companies, adopted by the whole 6-person team.
  • Maintained a 4.8 out of 5 candidate experience score across 400 surveyed candidates in 2025.
  • Placed 45 cloud and DevOps engineers in a year at an agency, billing $780,000.
  • Ran calibration sessions that cut the share of on-site candidates rejected for “not senior enough” from 40% to 15%.

Skills to list

Hard skills

  • Technical sourcing (LinkedIn Recruiter, GitHub, Stack Overflow, conference and community search)
  • Boolean and X-ray search strings
  • An ATS and CRM (Greenhouse, Lever, Ashby, Gem)
  • Funnel analytics and reporting
  • Interview loop design and calibration
  • Compensation and equity basics (RSUs, options, vesting)
  • Working knowledge of software roles and stacks
  • Diverse slate strategies

Soft skills

  • Credibility with engineers
  • Persistence without being pushy
  • Pushing back on hiring managers with data
  • Closing

Certifications and licenses worth listing

  • AIRS Certified Internet Recruiter (CIR) or Certified Diversity and Inclusion Recruiter (CDR): recognized sourcing credentials.
  • LinkedIn Certified Professional Recruiter: shows command of LinkedIn Recruiter, the main sourcing tool for most tech teams.
  • No HR certification is expected: technical recruiting leaders care more about hires, funnel data and engineering feedback.

Length and format

One page. Current role first with four or five bullets showing hires, sourcing and process work. A two-column layout works well: put the role families, tools and sourcing channels in the side column where they are easy to scan.

Common mistakes

  • Listing programming languages as your skills. You recruit for them; say which roles and stacks you hire for instead.
  • No outbound numbers. Tech recruiting is mostly sourcing, and hiring leaders want to see you can do it.
  • Counting interviews scheduled as an achievement. Count hires, pass-through improvements and acceptance.
  • Copying engineering buzzwords you cannot explain. You will be asked what a backend engineer actually does.

Questions and answers

Do technical recruiters need to know how to code?

No, but you need to understand the roles: what a backend engineer builds, how an SRE differs from a DevOps engineer, which skills are rare. Show that with precise role names and a line on any technical training you took.

Agency or in-house: how should I describe each?

For agency work, give placements, billings and the range of clients. For in-house, give hires, time to hire, acceptance and process improvements. Both should show sourcing.

Should I list the companies I have hired from?

No. Naming the competitors you poach from looks indiscreet. Describe the types of talent (“engineers from autonomous vehicle and drone companies”) instead.

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