Technical Recruiter

Technical Recruiter Hybrid in London, United Kingdom We’re looking for a Technical Recruiter. You'll hire exceptional people and help build high-performing engineering, data science, and product teams – shaping hiring decisions with data and collaborating on our tech hiring strategy. The company Small businesses move fast. Opportunities often don’t wait, and cash flow pressures can appear overnight. To keep going, and growing, SMEs need finance that’s as flexible and responsive as they are. That's why we built iwoca. Our smart technology, data science and five-star customer service ensures business owners can act with the speed, confidence and control they need, exactly when it's needed. We’ve already cleared the way for 100,000 businesses with more than £4 billion in funding. Our passionate team is driven to help even more SMEs succeed, through access to better finance and other services that make running a business easier. Our ultimate mission is to support one million SMEs in their defining moments, creating lasting impact for the communities and economies they drive. The team The Tech Talent team hires for iwoca's Tech, Analytics, and Product (TAP) functions – we own the briefs, the sourcing, the assessment, and the standards. We're a team of three, part of a broader talent team of eight, hiring across TAP (around 200 people and growing). Heads of Engineering, Data, and Product rely on us to shape hiring direction, and our work directly impacts the teams who build our products, systems, and customer experience. We focus on high-calibre talent – people who raise the bar and improve the teams they join. Data and structure keep our hiring objective and measured, and we share knowledge and challenge each other's thinking to raise standards. We use Ashby as our ATS, LinkedIn Recruiter and Welcome to the Jungle for sourcing, and several tech-specific job boards for advertising, with Claude as our main AI tool. The role As a Technical Recruiter, you'll focus on engineering, data science, and product roles through discovery, calibration, and execution. You'll solve hiring problems from first principles, with reasoning that is defensible. Discovery and judgement. You'll shape role briefs with hiring managers, weighing trade-offs between seniority, scope, skill mix, and what the market will realistically supply. You'll change the process when it doesn't match the role. Sourcing and candidate standards. You'll run outbound sourcing across software engineering, data science, strategy and product, mapping the market and designing outreach that candidates actually reply to. You'll calibrate what good looks like in panel debriefs, and tune the candidate experience to the role. Scale and measurement. You'll run a feedback loop on your own work – scoring recommendations against frameworks, tracking passthrough rates, and calibrating against downstream interviewer feedback. Each cycle sharpens your judgement. You'll build the workflows and prompts that scale you and the team, and keep Ashby accurate so colleagues can self-serve pipeline data. Experimentation and improvement. You'll experiment with hiring methods – AI tools, outreach formats, job description iterations – and judge what's worth adopting. You'll balance this with delivering your roles. Autonomy and growth. You'll run your roles end-to-end from day one, with the expectation of growing into a domain expert – defining what good looks like, developing hiring strategy, and advising stakeholders on high-impact decisions. The requirements Essential: Technical hiring. You've recruited software engineers, and you can assess engineering CVs on specialism, seniority, credibility, and relevance. Sourcing. You’ve run outbound sourcing campaigns. You build market maps, test outreach approaches, and reach candidates who wouldn't apply directly. Judgement. You prioritise where you spend your time – which candidates, which roles, which methods. You