Senior Technical Talent Acquisition Partner (14 Month Contract) - Super.com

About Super.com

We started Super.com to help maximize lives—both the lives of our customers and the lives of our employees—so that everyone can experience all that life has to offer. For our employees, our promise is that Super.com is more than just a job; it’s an opportunity to unlock one’s potential, where learning is celebrated and impact is realized.

We care about our people and take career progression seriously. This is your career and our aim is to supercharge it through the people, the work, and the programs that fuel who we are.

About the Team

The Talent Acquisition team at Super.com finds and hires high-impact people to build our products and grow our business. We work closely with senior leaders to shape how we grow and deploy our teams. We’re a fast-moving, change-oriented team focused on delivering results and doing our best work.

We’re AI-first. We use AI to fix problems and improve how we work, so we can spend our time where it matters most: having meaningful conversations with our candidates and establishing an exceptional experience. We try new tools, adapt quickly, and keep raising the bar on how recruiting gets done.

About the Role

As a Senior Technical Talent Acquisition Partner, you will lead hiring for our Engineering organization, building strong, diverse pipelines for engineers at every level—from early-career developers to Staff, Principal, and Engineering Manager roles. You will be a trusted advisor to Heads of Departments and VPs, shaping hiring strategy, bringing market insights to the table, and owning the end-to-end recruitment process.

Note: This role is a 14-month contract.

Key Responsibilities

• Full-Cycle Technical Recruiting: Own the end-to-end recruitment process for Engineering roles across backend, frontend, mobile, platform, and infrastructure disciplines.
• Strategic Partnership: Act as a trusted advisor to Heads of Departments, VPs, and hiring managers. Lead intake conversations, support headcount planning, and use market data to influence hiring decisions.
• Sourcing & Pipeline Management: Proactively source passive technical talent through LinkedIn Recruiter, referrals, and direct outreach for senior and hard-to-fill roles.
• AI Integration: Leverage AI tools to improve and accelerate every aspect of the hiring lifecycle.
• Offers & Closing: Lead offer strategy and negotiations using compensation benchmarks and technical talent market knowledge.
• Candidate Experience: Ensure candidates have a positive experience through clear communication, timely feedback, and structured interview loops.
• Raising the Bar: Partner with Engineering leaders to design structured interview loops, coach interviewers, and share best practices.
• Diversity & Inclusion: Implement inclusive hiring practices to support company diversity goals.
• Data-Driven Decisions: Track metrics (time to hire, pass-through rates, offer acceptance) and report on pipeline health to leadership.

Requirements

• 5–8 years of full-cycle technical recruitment experience with a strong focus on Engineering hiring (preferred in-house tech experience).
• Proven track record hiring engineers at all levels, from intermediate through Staff, Principal, and Engineering leadership roles.
• Demonstrated experience utilizing AI (such as Claude or ChatGPT) to automate or improve internal and external recruiting processes.
• Hands-on experience using Claude in day-to-day recruiting tasks (sourcing, outreach, JDs, screening, reporting).
• Strong stakeholder management experience partnering with and advising senior leaders (Heads of Department, VPs).
• Expert sourcer comfortable engaging passive candidates via LinkedIn Recruiter and direct outreach.
• Proficiency with applicant tracking systems (experience with Ashby is a plus).

Nice to Have

• Experience recruiting for Data (Data Engineering, Data Science, Machine Learning) and/or Product roles.
• Experience with sourcing tools such as Juicebox or AI candidate engagement platforms.
• Experience connecting Claude to Ashby (or another ATS) through MCP to automate workflows.
• Deep familiarity with the technical talent market in Canada and the US.
• Experience recruiting at a high-growth or remote-first technology company.

Benefits & Perks

• Remote-First Flexibility: Work from anywhere with flexible hours.
• Time to Recharge: Unlimited PTO, company-wide recharge days, and annual team offsites.
• Everyday Perks: Weekly UberEats credits and travel discounts on Super.com.
• Family-Friendly Benefits: Generous parental leave and flexible return-to-work plans.
• Comprehensive Compensation: Competitive salary, equity options, and health benefits starting on day one.
• Learning & Wellness: Access to wellness budgets, personal development funds, and learning resources.