Senior Technical Recruiter (AI Insurance SaaS)

EvolutionIQ builds AI that helps insurance claims teams handle claims more accurately, fairly, and efficiently, so more people impacted by injury or illness can get back to their lives with dignity and stability. As part of CCC Intelligent Solutions (NASDAQ: CCC), we pair AI-native product development with something almost no one else in this market has: 40 years of proprietary data and deep relationships with the largest, most complex carriers in the world. It's a rare combination, and it's what lets us build products others can't. Our people come first, and we think it shows. We've been named one of Inc.'s Best Workplaces three years running, plus Built In's Best Places to Work in 2025 and 2026.

About the Role: As a Senior Technical Recruiter / TA Partner, you will own full-cycle recruiting for complex, high-impact Engineering and AI positions. You will lead searches for Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical talent, partnering closely with Engineering leaders to understand their teams, technical requirements, and hiring priorities. You will bring a hands-on sourcing approach, strong technical recruiting judgment, and market intelligence to build exceptional pipelines and deliver high-quality hires.

The ideal candidate is an experienced technical recruiter who can independently manage difficult Engineering searches, engage passive technical talent, and advise hiring managers on realistic talent profiles, competitive markets, and effective selection processes. You can speak credibly with engineers about their work and thrive in a fast-paced, evolving technology environment.

Full-Cycle Technical Recruitment

• Own searches end to end for Engineering and AI teams, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical positions.

• Partner with Engineering hiring managers to translate technical requirements into clear candidate profiles, interview plans, and targeted search strategies.

• Lead recruiter screens and assess relevant technical experience, project ownership, problem-solving approach, career motivations, and alignment with role requirements.

• Manage complex searches proactively, identifying bottlenecks, calibrating with interview teams, and keeping high-priority hiring processes moving.

Technical Talent Acquisition Strategy

• Develop search strategies for hard-to-fill technical roles using talent mapping, competitive intelligence, sourcing data, and a deep understanding of Engineering talent markets.

• Advise Engineering leaders on candidate availability, compensation expectations, market competition, hiring tradeoffs, and realistic recruiting timelines.

• Work with stakeholders to prioritize openings, align on must-have versus trainable skills, and refine candidate profiles based on market feedback.

• Use pipeline data, interviewer feedback, and market insights to continuously adjust sourcing and hiring strategies.

Technical Sourcing and Candidate Engagement

• Personally source and engage passive Engineering talent using LinkedIn Recruiter, GitHub, Boolean/X-ray search, technical communities, referrals, networking, and relevant AI-enabled sourcing tools.

• Build credible relationships with technical candidates by communicating the Engineering challenges, product impact, team environment, and opportunity for growth.

• Develop and maintain talent pipelines for Software Engineering, AI/ML, and emerging technical skill sets to support current and anticipated hiring needs.

Engineering Partnership and Stakeholder