Technical Recruiting Manager

The role, in a nutshell:

Chainguard is securing the open source software supply chain, the infrastructure every modern engineering team depends on. We’re growing fast, and how we hire technical talent will define the shape of our engineering and product organizations for years to come. We’re looking for a Technical Recruiting Manager who can raise the bar on technical hiring, build the infrastructure that doesn’t exist yet, and operate as a genuine thought partner to our CPO, Head of Engineering, and CISO. If you’ve watched an engineering org double in size and know exactly what breaks at that inflection point, this is your role.

What you’ll do

• Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person’s growth, including those who are already strong.
• Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation.
• Standardize technical interviewer training: build a program that’s practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard.
• Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation.
• Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

What we’re looking for

• 8+ years in technical recruiting, including at least 2 years managing a team, you’ve supported an engineering org through significant scale and know what had to be built at each stage.
• An independent, developed point of view on what strong engineering and PM talent looks like, you can coach your recruiters to hold that same bar and have a credible conversation with a skeptical engineering leader about what recruiting can actually improve.
• Infrastructure builder, not just a process runner, you’ve stood up at least one of the following from scratch: interview committees, interviewer training programs, or calibration frameworks.
• Stakeholder credibility, you push back when you’re right, bring data when you disagree, and build trust with leaders who have high standards.
• Strong team developer, you know how to coach high-performing ICs to get stronger and manage through performance issues without letting them drag the team.
• Closer and seller, you know how to position Chainguard against a late-stage pre-IPO, a FAANG team, and an early-stage startup, and you’ve closed candidates who had better-known options.