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Vendelux is a Series B SaaS platform that brings transparency and AI-driven intelligence to event marketing. The company helps enterprises discover, evaluate, and optimize their event strategy using proprietary data across hundreds of thousands of events globally. Vendelux also offers Vendelux Meetings, which uses AI to identify high-value attendees and automate meeting bookings at events.
As Technical Recruiter, you will own full-cycle recruiting for software engineering roles across all levels. This is a high-impact individual contributor role reporting to engineering leadership, responsible for sourcing, screening, coordinating, and closing candidates. You will partner closely with engineering managers and founders to understand technical requirements, team culture, and hiring standards for each role.
Key responsibilities include: building and maintaining a robust pipeline of qualified engineering candidates through proactive outbound sourcing, referrals, and community engagement; crafting tailored outreach that resonates with technical talent; driving a structured interview process with clear evaluation criteria and strong candidate experience; managing offer negotiation with market-rate compensation benchmarks; tracking recruiting metrics (pipeline health, time-to-fill, source effectiveness) and using data to improve funnel performance; and helping shape recruiting processes, tooling, and employer branding as the company scales.
You will need 5+ years of recruiting experience with a minimum of 5 years in-house at a tech company (agency experience is a plus). You must have demonstrated success recruiting software engineers across disciplines (backend, frontend, fullstack, infrastructure, ML/AI). Prior experience at early-stage startups (Seed through Series B) is required; you should be comfortable navigating ambiguity, shifting priorities, and high-velocity environments. Strong technical literacy is essential—you must understand engineering job requirements, speak credibly with candidates about tech stacks, and accurately evaluate technical backgrounds. You should have a proven track record filling hard-to-hire senior engineering roles through creative, proactive sourcing. Experience working autonomously without a large TA team or recruiting infrastructure is important; a scrappy, self-sufficient approach to tooling and process is valued. Exceptional communication and relationship-building skills with candidates, hiring managers, and cross-functional partners are critical. Familiarity with modern ATS platforms and sourcing tools (Greenhouse, Lever, LinkedIn Recruiter, etc.) is required.
