Senior Technical Recruiter

CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com . We're proud to be a Living Wage accredited Employer. What You’ll Do We’re hiring a Senior Technical Recruiter to help build the engineering teams powering CoreWeave’s next stage of growth. In this role, you’ll lead full-cycle recruiting across our Engineering organization, partnering with leaders to hire exceptional technical talent across software engineering, infrastructure, cloud, distributed systems, AI/ML, and other highly specialized technical domains. As a trusted talent advisor, you’ll partner closely with Engineering leaders to understand their organizations, translate technical and business needs into effective talent strategies, and navigate highly competitive talent markets. You’ll operate at both a strategic and tactical level—developing search strategies, building high-quality technical pipelines, driving rigorous hiring processes, and helping leaders make informed talent decisions. You’ll bring curiosity and technical depth to your work, developing a strong understanding of the teams, technologies, and talent markets you support. You won’t need to be an engineer, but you should be comfortable engaging deeply on technical profiles, understanding what differentiates exceptional engineering talent, and translating market realities into actionable recommendations. About the Role In this role, you will own full-cycle technical recruiting from intake through close, including talent mapping, market intelligence, sourcing strategy, candidate assessment, interview strategy, offer negotiation, and candidate closing. You’ll partner with Engineering leaders to understand team objectives and technical requirements, define role scope, calibrate talent expectations, and develop search strategies for complex and difficult-to-fill engineering positions. You’ll help ensure interview processes are structured, calibrated, and designed to evaluate the capabilities required for success in each role. You’ll be expected to develop deep knowledge of the technical talent markets you support. You’ll understand where relevant talent sits, how competing companies organize similar teams, what motivates technical candidates, and where our requirements may create constraints in the available market. When a search isn’t producing the expected results, you’ll use data and market intelligence to diagnose why and recommend a path forward. You’ll serve as a strategic talent advisor to Engineering leaders, providing guidance on talent availability, location strategy, leveling, compensation, competitive dynamics, and hiring tradeoffs. You’ll be comfortable challenging assumptions when necessary and using data and market evidence to help teams distinguish between a difficult search and a search strategy that needs to change. You’ll leverage recruiting analytics and funnel metrics to understand pipeline health, forecast outcomes, identify risks, and continuously improve hiring efficiency and quality. You’ll also partner closely with Sourcers, Recruiting Coordinators, HRBPs, Finance, Compensation, Recruiting Operations, and Recruiting Leadership to deliver an exceptional hiring experience. This is an opportunity to have an outsized impact on how CoreWeave scales by helping build the engineering teams responsible for some of the most complex and ambitious infrastructure challenges in AI. Who You Are

• 5+ years of full-cycle technical recruiting experience, with significant experience supporting Engineering organizations within high-growth or highly competitive technology companies.
• Proven success recruiting software engineers and other highly technical talent across areas such as cloud infrastructure, distributed systems, platform engineering, networking, storage, developer infrastructure, AI/ML, or adjacent technical domains.
• Strong technical sourcing and talent mapping capabilities, with a demonstrated ability to identify and engage talent for difficult-to-fill and niche engineering searches.
• Ability to develop a strong understanding of technical profiles and effectively distinguish between adjacent skill sets, backgrounds, and levels of engineering talent.
• Experience partnering with Director-level and above Engineering stakeholders and influencing hiring decisions through data, talent-market expertise, and sound judgment.
• Exceptional intake and calibration skills, with the ability to translate complex or evolving technical requirements into clear candidate profiles, search strategies, and assessment criteria.
• Strong understanding of structured technical hiring processes and the role that effective assessment, interviewer calibration, and high-quality feedback play in maintaining a consistent hiring bar.
• Strong offer negotiation and closing skills, including experience navigating competitive technical talent markets, compensation considerations, leveling discussions, and competing offers.
• Data-driven approach to recruiting, including funnel management, forecasting, pipeline analysis, and identifying opportunities to improve search performance.
• Ability to use talent intelligence and market data to advise leaders on talent availability, competitive landscapes, location constraints, and other factors affecting hiring outcomes.
• Experience leveraging recruiting systems and tools such as Greenhouse, LinkedIn Recruiter, Gem, and related sourcing and talent intelligence platforms.
• Ability to manage multiple complex searches and Engineering stakeholders while maintaining a high bar for quality, speed, and candidate experience.
• Resourceful, adaptable, and comfortable operating in an environment where technical requirements, organizational needs, and priorities can evolve quickly. Wondering if you’re a good fit? We believe exceptional talent comes from diverse backgrounds and experiences. Even if you don’t meet every qualification, we encourage you to apply if you’re excited about the opportunity and believe you can make an impact. The Most Successful People on Our Team Tend to Share a Few Common Traits
• You act like an owner and take accountability for hiring outcomes—not just recruiting activity.
• You are intellectually curious and genuinely interested in understanding the technologies, teams, and engineering problems you recruit for.
• You develop a point of view about the talent market and bring insights and recommendations to your partners rather than simply reporting pipeline activity.
• You build strong partnerships and earn credibility with Engineering leaders through preparation, follow-through, data, and sound judgment.
• You are comfortable challenging assumptions when the market tells us something different from what we expected.
• You know how to balance speed with maintaining a high and consistent engineering hiring bar.
• You are persistent and creative when tackling difficult technical searches and know when a search strategy needs to change.
• You care deeply about candidate experience and understand how to engage and close highly sought-after technical talent.
• You combine strong recruiting fundamentals with business judgment and technical curiosity.
• You continuously look for opportunities to improve how we identify, assess, attract, and hire engineering talent. The starting salary will be determined by job-related knowledge, skills, experience, and the market location. We strive for both market alignment and internal equity when determining compensation. In addition to base sal