Technical Recruiter

Overview

Are you excited about sourcing and hiring top IT talent? Join ServiceLink, one of the top providers in the mortgage services industry, as our Technical Recruiter! Partnering with internal stakeholders, external agencies, and community organizations, you’ll be responsible for sourcing high-performing IT professionals, building a diverse technical talent pipeline, strengthening best practices and enhancing the overall hiring process.

This role reports to the Talent Acquisition Manager and partners closely with IT hiring leaders to deliver recruiting support in a hybrid work environment, requiring three onsite days per week in Plano, TX. Candidate must be located within reasonable commuting distance of Plano, TX and be willing and able to work in-office on a regular basis. This role will also require occasional travel to ServiceLink's other offices in Pittsburgh, PA and Irvine, CA.

Applicants must be currently authorized to work in the United States on a full-time basis and must not require sponsorship for employment visa status now or in the future.

A DAY IN THE LIFE

In this role, you will…

• Work closely with hiring managers to develop specialized and targeted strategies across all levels of the organization.
• Own and maintain a pipeline of technical positions, ranging from entry to executive level roles.
• Manage the full recruiting cycle from start to finish, including talent sourcing and screening, interview scheduling, preparation of all offer and onboarding documents, and coordination with staffing/placement agencies, as needed.
• Build and lead initiatives to source and maintain a diverse talent pipeline across engineering, data, and IT roles. Consult with Human Resource and Legal teams as needed regarding sponsorship and immigration related matters.
• Establish and maintain strategic partnerships, identifying opportunities for collaboration that support talent attraction and employer branding initiatives.
• Recommend and participate in virtual and in-person networking, recruiting, and community events to build relationships, expand professional networks, and identify prospective talent.

WHO YOU ARE

You possess …

• You have the skills necessary to successfully source and hire for a variety of technical and non-technical roles.
• Drive and ambition. You want to identify the best talent for the position necessary to ensure a mutual fit.
• Service Excellence. You excel in a fast-paced environment, delivering outstanding service to our business partners by quickly identifying and placing top talent to meet project deadlines.
• A high level of professionalism. You exude confidence in your ability and always represent the company well.
• Sense of Urgency. You have a bias for action to move quickly and respond to all inquiries with the utmost importance.
• You have a sense of humor. You are fun to work with but know how to buckle down and get the job done.
• You can pivot quickly based on changing priorities and are equally comfortable recruiting for high-profile executive roles or handling the administrative aspects of sourcing and engaging a high volume of candidates.

Responsibilities

Core Responsibilities

• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with hiring managers to develop sourcing strategies, advise on screening and interview tools and best practices; create and update job descriptions, and assess talent requirements and staffing needs through regularly scheduled intake meetings.
• Conduct initial phone screens with candidates, as needed, to assess technical skills and cultural fit; make recommendations to hiring teams for disposition.
• Schedule and coordinate phone screens, onsite and remote interviews for the business with multiple participants.
• Full-cycle recruitment, including but not limited to job posting, candidate sourcing and screening, extending offers, initiating pre-employment background check and drug screens; onboarding paperwork such as offer letters, employment and confidentiality agreements, and other related documents for candidate presentation.
• Build and maintain relationships with potential candidates, keeping the company’s long-term hiring and retention plans in view.
• Attract passive talent by sharing relevant company information such as benefits, perks and industry awards.
• Partner with the Vice President of Recruiting and Employee Engagement, and the Talent Acquisition Manager to develop and grow a technical recruitment strategy to engage and pipeline a diverse talent pool across all business lines and levels of the company.
• Perform all other duties as assigned.

IT Staffing Development and Strategy

• Establish credibility with hiring managers by delivering high-quality, well-matched candidates with appropriate technical depth quickly and cost-effectively.
• Partner closely with engineering and IT leaders onsite to calibrate candidate profiles and technical requirements.
• Coordinate third-party agency partnerships, candidate submissions, and pipeline activity; identify opportunities to reduce agency reliance and associated recruiting costs.
• Maintain an objective, data-driven list of preferred agency partners and collaborate with hiring managers and IT leadership to guide agency selection and maximize utilization of approved vendors.
• Coordinate with HR and Legal teams, to facilitate candidate immigration and visa paperwork process.

Technical Recruiting Expertise

• Demonstrated ability to engage technical talent and hiring leaders in credible discussions regarding engineering roles, technology stacks, software development disciplines, and labor market conditions.
• Leverage data-driven recruiting practices to monitor pipeline health, optimize sourcing effectiveness, and improve hiring outcomes.
• Acts as a trusted advisor to both hiring managers and candidates by providing transparent guidance on market dynamics, role expectations, and hiring strategies while maintaining a strong employer brand, delivering an exceptional candidate experience, and cultivating long-term relationships within technical talent communities.
• Employs advanced technical sourcing strategies to identify and engage passive talent through specialized channels beyond traditional job boards and LinkedIn, including technical communities, open-source platforms, university admissions and campus recruiting, industry conferences, professional networks, referrals, and market intelligence to build high-quality talent pipelines.