🚀 Senior Recruiter (Tech + SaaS) | Remote
We don’t need a recruiter—we need a hunter. Someone who lives and breathes talent acquisition, relentlessly seeks out the best, and doesn’t stop until they close the perfect hire.
At Smarter Contact, we’re scaling fast, and we need an elite recruiter to find and secure top talent across tech, engineering, sales, and operations. Most of our roles are technical, so you must have experience recruiting developers, engineers, and SaaS talent.
This is not a passive recruiting role. We need someone who can build pipelines, aggressively source, and convince A-players to join us.
💼 What You’ll Do
✔️ Own the entire recruitment process for technical and non-technical roles.
✔️ Source proactively – headhunt, build pipelines, and engage passive candidates.
✔️ Master the art of persuasion – sell candidates on why Smarter Contact is the place to be.
✔️ Think like a closer – follow up, handle objections, and bring in top talent.
✔️ Use data-driven recruiting – optimize sourcing and improve conversion rates.
✔️ Work directly with leadership to ensure we hire only the best.
✅ What You Bring
✔️5+ years in high-impact recruiting, preferably in a SaaS or tech-heavy environment.
✔️A hunter mentality – you don’t wait for great candidates; you go after them.
✔️ Deep knowledge of technical hiring – you understand dev stacks, engineer mindsets, and how to evaluate top talent.
✔️ Relentless drive – you follow up, close deals, and bring in the best talent.
✔️ Sales mindset – recruiting is selling, and you know how to convert opportunities.
✔️ Process-driven approach – you build systems and pipelines that scale.
Ready to Apply? (We Review Every Submission)
We’re excited to see what you bring to the table! To help us get to know you, record a short audio/video answering the questions below—it’s your chance to show we’re a great fit.
Submit your application here:
Email: adam@smartercontact.com
or
Telegram: @lifeonyourterms
1️. Tell us a little about yourself + How many years of B2B SaaS recruiting experience do you have?
2. Walk me through the last high-quality candidate you placed. Where did you find them? What was your first message? How did you keep them engaged and close them?
3. Tell me about a candidate you lost. What went wrong, and what would you do differently next time?
4. What’s your sourcing process? Give me a detailed breakdown of how you’d find, engage, and close a top-tier software engineer in today’s market.
5. If you had to fill five key positions in 30 days with no job postings, how would you do it?
6. Recruiting is like sales. Sell me on something—anything.
