Senior Recruiter

<div class="content-intro"><h2>About Vercel:</h2> <p><span data-sheets-root="1">Vercel is the agentic infrastructure company, freeing people and agents to ship what's next. For more than a decade we've helped builders move from idea to production with speed, security, and exceptional developer experience.</span></p> <p><span data-sheets-root="1">Now we're scaling our products for both agents and people to ship and run software, built in the open and trusted by OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide.</span></p></div><h2>About the Role:</h2> <p>Vercel is looking for a Senior Recruiter to help us scale our Sales, Field Engineering, Partnerships, and other GTM and/or G&amp;A functions as needed. You'll partner directly with business leaders and hiring managers on everything from steady, high-volume pipelines to senior, hard-to-fill searches.</p> <p>You'll drive the full recruiting process for your functions: developing sourcing strategy, building pipelines of qualified passive candidates, running a rigorous and efficient interview process, and closing offers. You'll act as a consultative partner to your hiring managers, bringing market insight, calibration feedback, and clear recommendations.&nbsp;</p> <p>We're looking for someone who is comfortable managing a full req load across multiple stakeholders, uses data to prioritize and to report on progress, and uses AI and recruiting technology to work more efficiently without compromising candidate experience.</p> <p>This role is hybrid and based in one of our San Francisco or New York City,&nbsp; with three in-office days per week (Monday, Tuesday, and Friday).</p> <h2>What You Will Do:</h2> <ul> <li>Own full-cycle recruiting for your assigned GTM functions, from search kickoff through offer acceptance, and take on new functions as hiring priorities change</li> <li>Partner with hiring managers to define role requirements, align on the hiring bar, and develop targeted sourcing strategies</li> <li>Build and maintain consistent, high-quality pipelines, including a focus on passive candidates, using direct outreach, referrals, networks, and communities</li> <li>Screen candidates against clearly defined competencies and present hiring managers with well-qualified, calibrated slates</li> <li>Manage the interview process end to end, keeping candidates, interviewers, and hiring managers informed and moving</li> <li>Structure and negotiate offers in partnership with Compensation and other People teams, guiding candidates through to close</li> <li>Track pipeline metrics, report on progress and risk to hiring managers and recruiting leadership, and use the data to improve your process</li&