Senior Technical Recruiter

Senior Technical Recruiter
Karachi, Pakistan (preferred) · Full-time · Sunday to Thursday, Middle East business hours

The role
We need a recruiter who understands technology well enough to screen out weak candidates before they reach our engineers. You will find, screen and shortlist strong people for software and technology roles. Only candidates who are a real fit should reach technical leadership. The goal is a reliable pipeline of strong candidates, built fast, with less engineering time spent on unsuitable interviews.

What you'll do

• Run end-to-end hiring for technical roles, from taking the brief to the candidate's joining day.
• Take requirements directly from technical and business teams and turn them into clear screening criteria.
• Source through LinkedIn (Boolean search), job portals, GitHub, referrals and professional networks.
• Run first-level technical and competency interviews. Check hands-on experience against the CV, and judge seniority, project complexity, individual contribution, communication and ownership.
• Spot inflated experience and mismatches before the technical interview.
• Make sure candidates understand the role, pay, working hours, project expectations and employment arrangement before they move forward.
• Coordinate interviews, feedback, offers and follow-ups, and give regular hiring updates.
• Keep pipelines and backup candidates ready for frequent and urgent roles, including staff augmentation.
• Build a talent database, and sharpen your screening based on interviewer feedback.

Roles you'll hire for
Frontend, backend, full-stack and mobile developers · DevOps and cloud engineers · QA and automation engineers · data engineers and analysts · AI/ML engineers · database administrators · solution architects · technical leads · engineering managers · technical product managers · other specialist roles

Technical ground you should be comfortable with
You won't replace a senior engineer's interview, but you should be able to hold a credible conversation about:

• Frontend: React, Angular, Vue.js, JavaScript, TypeScript
• Backend: Node.js, .NET, Java, Python, PHP
• Mobile: Flutter, React Native, Swift, Kotlin
• Databases: PostgreSQL, MySQL, SQL Server, MongoDB, Redis
• Cloud and DevOps: AWS, Azure, GCP, Docker, Kubernetes, CI/CD, GitHub Actions, Jenkins, Git
• Architecture: REST APIs, integrations, microservices, authentication, basic system design
• Data and AI: SQL, data engineering, machine learning concepts
• Ways of working: Agile teams, production systems, troubleshooting

Every shortlist you send includes
Total and relevant experience · current role · core stack · relevant projects · current and expected pay · notice period · location · communication assessment · technical screening notes · key strengths · potential concerns

What you bring

• 5+ years in recruitment, mainly technology hiring.
• A record of recruiting mid-level, senior, lead and specialist engineers.
• Hands-on experience running first-level technical screens.
• Strong LinkedIn sourcing and Boolean search.
• The judgement to assess a CV's quality and relevance on your own.
• Experience with an ATS or a structured recruitment pipeline.
• Strong communication, negotiation and follow-up.
• Comfort with tight deadlines and several open roles at once.

Nice to have

• Based in Karachi.
• A background in software houses, SaaS companies, tech consultancies or staff augmentation.
• Experience hiring for Saudi or GCC clients, and knowing their working week and expectations.
• Experience hiring for remote or international engineering teams.
• Experience working directly with CTOs, engineering managers or product managers.
• Healthcare technology or enterprise software hiring.

How we'll measure success
Time to first qualified candidate, time to shortlist and time to hire · shortlist quality and technical interview pass rate · interview-to-offer, offer acceptance and joining rates · 30/60/90-day retention · candidates rejected for issues your screen should have caught · a healthy pipeline of qualified candidates

You'll do well here if you are
Fast and responsive, technically curious, structured and detail-oriented, comfortable challenging a candidate's claims, persistent with follow-ups, and accountable for hiring outcomes.