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Salary: USD 129,600 - 190,000 / annual
Apollo.io is a high-growth SaaS company providing go-to-market solutions for revenue teams. Trusted by over 500,000 companies globally, Apollo has raised approximately $250 million and is valued at $1.6 billion. The company is backed by top-tier investors including Sequoia Capital and Bain Capital Ventures.
You will own hiring for complex, high-priority roles across Apollo's R&D organization, including Engineering, Data Science, and Security. This role reports to the Manager of Talent Acquisition and partners directly with engineering leaders. This is not a transactional req-execution role—you will deliver strong results on your own searches while improving how hiring works across the team through hiring sprints, sourcing strategy refinement, and AI workflow development.
Key responsibilities include:
**Deliver on High-Priority Searches**: Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake through accepted offer. Build intentional, multi-channel sourcing strategies beyond LinkedIn, including Juicebox, Claude, referrals, and talent mapping. Adapt your approach in real time based on market signals and funnel data. Calibrate pipelines with hiring managers early to ensure strong first slates.
**Influence Hiring Decisions**: Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality. Run sharp intakes with success profiles, scorecards, and aligned interview plans before sourcing begins. Push back with data when expectations and market conditions don't align, and handle tough conversations independently.
**Sell the Story**: Pitch Apollo's mission, AI strategy, and engineering culture to engineers, data scientists, and security talent. Treat recruiting like sales by understanding motivations, managing expectations, and closing effectively. Keep every candidate informed and respected throughout the process.
**Diagnose with Data**: Own clean pipeline data in Greenhouse and Gem. Diagnose conversion and velocity patterns across your vertical and turn them into actionable recommendations. Use data as the foundation for stakeholder conversations.
**Build AI-Powered Workflows**: Create repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting. Measure their impact on speed and quality, then share what works with the team. Critically evaluate AI outputs and know when to trust tools versus override them.
**Cross-Functional Collaboration**: Partner with People Ops and Compensation on offers, approvals, and hiring-to-onboarding handoffs. Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts.
**Extreme Ownership**: Lead team-level initiatives including hiring sprints, process improvements, and pipeline strategies. Drive progress without waiting for direction and hold partners accountable to timelines and feedback SLAs. Identify and fix broken processes in your corner of the hiring system.
**Requirements:**
- 5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
- Deep technical credibility: understand engineering roles and levels well enough to source and assess without a script
- Track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
- Strong independent sourcing skills and bias toward top-of-funnel ownership
- Proven ability to influence hiring managers with data and market insight
- Hands-on AI fluency: can walk through specific workflows you've built and the results they drove
- High ownership mentality, comfortable with ambiguity and extreme pace
- Strong familiarity with Claude, ChatGPT, or other LLMs
**Nice to Have:**
- Experience recruiting in both US and Canadian markets
- Background thriving in high-performance, team-based environments (collegiate athletics, startups, or competitive team settings)
- Experience leading a hiring sprint or recruiting initiative end-to-end
