Lead Technical Recruiter

Lead Technical Recruiter

Later is the world's most intelligent influencer marketing company, built to give brands the confidence to create unforgettable campaigns. By combining real creator relationships, trusted intelligence, and expert guidance, Later removes fear and guesswork from one of marketing's most visible investments.

Built on a native, AI-powered platform and more than a decade of proprietary dataincluding billions of social interactions, impressions, and $2.4B+ in verified influencer-driven purchasesLater helps teams understand what will work before they launch.

By combining trusted insight with expert guidance, Later removes guesswork from influencer marketing, enabling brands to choose the right creators, execute fully managed campaigns, and drive meaningful growth across awareness, engagement, and revenue. Trusted by leading enterprise brands including Nike, Wayfair, Unilever, and Southwest Airlines, Later bridges creativity and performance so campaigns don't just look goodthey deliver results.

About This Position

We're looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams that power Later's next phase of growth.

You'll act as a strategic partner to leaders across R&D, designing and executing thoughtful, data-informed talent strategies that attract and close exceptional talent. You'll also serve as Later's anchor in the Boston marketbuilding relationships, strengthening our presence, and representing the company externally.

This is a player-coach role with people leadership responsibility and end-to-end ownership of technical hiring outcomes.

What You'll Be Doing

Strategy

• Build and own a nationwide R&D talent strategy with a deep focus on the Boston market, informed by market dynamics, academic institutions, and technical communities
• Partner with R&D and business leaders to translate organizational goals into clear, achievable hiring plans
• Design and continuously improve scalable, structured, and equitable recruiting processes that prioritize candidate quality, speed, and experience
• Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity
• Serve as a subject-matter expert on technical talent markets, compensation trends, and recruiting technology

Technical/Execution

• Own full-cycle recruiting for product, engineering, data, and AI roles across levels, including senior and hard-to-fill positions
• Develop proactive sourcing strategies including market mapping, referrals, community-based approaches, and outbound engagement
• Lead offer strategy, negotiation, and closing conversations in partnership with People and Finance, balancing competitiveness and internal equity
• Maintain accurate, high-quality data within Later's ATS and recruiting systems to support reporting, compliance, and forecasting
• Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes

Team/Collaboration

• Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making
• Supervise, mentor, and develop members of the technical talent acquisition team, supporting skill growth and operational excellence
• Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience
• Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition

Research/Best Practices

• Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices
• Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business
• Benchmark Later's talent acquisition practices against high-performing organizations and operationalize improvements

What Success Looks Like

• Business-critical R&D roles are filled with high-quality talent in a timely, consistent manner
• Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions
• Recruiting processes are structured, fair, and continuously improving based on data and feedback
• Later's presence and reputation in the Boston technical talent market strengthens measurably over time
• The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability

What You Bring

We encourage candidates to apply even if they don't meet every requirement below.

• 8+ years of full-cycle recruiting experience, with significant focus on product, engineering, data, and AI roles
• 2+ years of experience supervising, mentoring, or leading other recruiters
• Demonstrated success hiring senior-level or business-critical technical talent in competitive markets
• Experience owning a market-specific and/or function-specific talent strategy
• Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight
• Strong sourcing expertise across passive talent, referrals, and community-based channels
• Hands-on experience leading offer strategy, negotiation, and closing conversations
• Track record of designing or improving structured, equitable recruiting processes
• Comfort using recruiting metrics and insights to prioritize work and improve outcomes
• Experience representing an employer externally through events, partnerships, or community engagement
• Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools
• Exceptional communication and storytelling skills with an inclusive, consultative approach
• Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment

How You Work

• Driven by Impact: You deliver results that matterprioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear.
• Strategic & Customer-Centric: You anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights.
• Curious & Growth-Oriented: You seek knowledge, ask sharp questions, and apply learnings fastchallenging the status quo with a mindset of improvement.
• Collaborative & Resilient: You thrive in change by staying resourceful, solution-focused, and positiveremoving roadblocks, sharing insights, and keeping morale high.
• Accountable & Honest: You own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth.
• Emotionally Intelligent: You build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity.

Our Approach to Compensation

We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based on function, level, geographic location, and scope. We evaluate compensation bi-annually, including performance and market-related factors.

Our salaries are benchmarked against market Total Cash Compensation for the geographic location of our job posting. Compensation for some roles is structured as On Target Earnings (OTE = base + commission/variable) while for others it is structured as Salary only.

To comply with local legislation and ensure transparency, we share salary ranges on all job postings. Skills, experience and other factors help determine the final salary we offer which may vary from the original range posted.

Additionally, all permanent team members are eligible to participate in various benefits plans as part of their overall compensation package.

Salary Range:

$145,000-165,000 OTE

#LI-Hybrid

Where We Work

We have offices in Boston, MA; Vancouver, BC; Chicago, IL; and Vancouver, WA. For select positions, we are open to hiring fully remote candidates. We post our positions in the location(s) where we are open to having the successful candidate be located.

Diversity, Inclusion, and Accessibility

At Later, we are