Location: Bellevue, United States
q What you'll do:
Conduct supplier selection for a specific product, leveraging our approved supplier list
Partner with strategic suppliers to accelerate product development via activities such as:
Concept scoping to quickly solidify requirements
Feature trade-off / trade tables
Should cost / Clean sheet models
Joint design development, via clear statements of work
Drive the development and consolidation of a manufacturing BOM, working with Quality & Manufacturing, to ramp production internally and with our suppliers with high flexibility
Accountable for all NPI component procurement, on-time and correctly, to scale
Manage the CAPEX throughout NPI
Conduct value-stream mapping to optimize supply network lead time and flexibility
Complete the BOM risk assessment, include alternate component sourcing, etc.
Ensure completion of all vendor component qualifications, ahead of production
Reduce complexity: commonality optimization & component/supplier rationalization
Lead all cost engineering activities to converge the bottoms-up cost curve to product cost, maximizing the total cost of ownership (TCO) across the product lifecycle
Manage ad-hoc cost issues e.g., tariffs / import export cost, and cost inflation
Required qualifications:
5+ years of experience, ideally has background within:
Design & development of electronics and/or mechanical devices
Advanced sourcing activities, including stints as commodity/sourcing managers
Supplier development (technology, process, supply chain, etc.)
Early supplier engagement, ahead of product/engineering requirement realization
Domain expertise must include value/procurement engineering or TCO-related work at the component & product level.
Familiarity with developing high-tech products in a high-mix, low-volume environment
Strong understanding of contracting processes and developing stages of program management
Ability to navigate complex contractual landscapes and manage program impacts across multiple stakeholders
Excellent stakeholder management and communication skills
Strong financial management skills, including budget development and tracking
Bachelor’s degree in engineering (BSME, BSEE) or other related technical degree preferred.
Willingness to travel as needed (up to 25%)
Eligible to obtain and maintain an active U.S. Secret clearance
Preferred qualifications:
Proven track record in designing and implementing best practices that drive operational efficiency and sustainable growth
Experience with both hardware and software development lifecycles
PMP certification or equivalent preferred
We are seeking an experienced Recruiter to join our People Solutions Team and support our Life Sciences hiring in the Asia Pacific region. In this role, you will focus on sourcing, attracting, and hiring top talent for engineering roles within the life sciences and biotechnology spaces.
Coordinate interviews across multiple time zones and stakeholders; Ability to work flexible hours to support multiple time zones
– Искать и нанимать Sales-специалистов с опытом B2C/B2B-продаж (ориентир — 1–2 выхода в месяц). – Найти и привлечь сильного руководителя отдела продаж (РОПа).
Ищем HRD, Head of Recruitment и работодателей для короткого интервью.
Цель: узнать, с какими сложностями сталкиваются руководители подбора и чего им не хватает в существующих инструментах.
Среди участников выберем 10 наиболее подходящих специалистов и пригласим их на 20-минутное интервью, чтобы обсудить опыт, боли и потребности в найме.
После заполнения короткой анкеты участники получат доступ к интерактивному чек-листу «Вакансия-магнит. Текст, на который откликаются нужные, а не все подряд».
Участникам интервью подарим размещение вакансии на сайте и рекламу в четырёх Telegram-каналах стоимостью 5 900 ₽ для бесплатного тестирования нового канала привлечения кандидатов.
Анкета занимает 2–3 минуты.
Если опыт подходит для исследования, свяжемся в Telegram и договоримся об удобном времени.
Location: Remote, Canada; Remote, United States
GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.
The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems.
Co-create the future with us
as we build technology that transforms how the world develops software.
*
Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab.
An overview of this role
As Manager, Sales Recruiting (Americas), you'll lead recruiting for Sales across the Americas, partnering with regional Sales leaders to hire the quota-carrying and go-to-market talent that supports GitLab's revenue growth. You'll develop a team of recruiters, build hiring strategies for different Sales functions and segments, and create repeatable processes that balance speed, quality, and candidate experience. You'll also stay close to the work by recruiting for senior and specialized Sales roles when needed.
What you’ll do
Lead and develop the recruiting team supporting Sales across the Americas, using coaching, feedback, and clear development plans to build capability and accountability.
Design recruiting strategies, structured interviews, and hiring frameworks that scale across the AMER market.
Partner with Sales leaders to define talent needs, share market insights across the United States, Canada, and Latin America, and guide hiring decisions and trade-offs.
Plan recruiting capacity against headcount and quota-capacity goals, balancing hiring speed, quality, and time to ramp.
Embed diversity, equity, and inclusion into recruiting processes and hiring decisions.
Manage a personal requisition load when needed, focusing on senior and specialized roles such as front-line managers, strategic account leaders, and technical sales talent.
Use recruiting data to track team performance, identify bottlenecks, and improve hiring strategies across the Sales portfolio.
Collaborate with Sales leadership, Sales Operations, Enablement, People Business Partners, Compensation, and Finance on workforce planning and consistent candidate and stakeholder experiences.
What you’ll bring
Experience developing recruiting teams for Sales or go-to-market organizations, delivering hiring outcomes in a scaling business across the United States, Canada, and Latin America.
Ability to build trust with senior Sales leaders while staying hands-on with recruiting.
Experience building scalable recruiting processes across different Sales roles and segments.
Ability to use recruiting data to guide strategy, identify gaps, and explain outcomes to stakeholders.
Experience sourcing, engaging, and closing passive candidates for quota-carrying, specialized, and senior Sales roles, including conversations about variable compensation and on-target earnings.
Ability to navigate ambiguity, solve problems quickly, and maintain a thoughtful candidate experience.
A collaborative leadership approach grounded in self-awareness, openness to feedback, and investment in team growth, with experience working remotely across time zones.
A demonstrated commitment to inclusive hiring and equitable recruiting practices. Relevant experience may come from a range of professional backgrounds and transferable skills.
About the team
Our Sales Recruiting team is a globally distributed group of recruiters and talent acquisition professionals who partner with Sales leaders around the world. We work remote-first and asynchronously, with a focus on clear processes, honest conversations with candidates, and hiring decisions grounded in data. The team moves quickly, shares what works, and values transparency, ownership, and learning from each other while maintaining a high bar for hiring quality and candidate experience.
The base salary range for this role’s listed level is currently for residents of the United States only. This range is intended to reflect the role's base salary rate in locations throughout the US. Grade level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, abilities of the applicant, equity with other team members, alignment with market data, and geographic location. The base salary range does not include any bonuses, equity, or benefits. See more information on our
benefits
and
equity
. Sales roles are also eligible for incentive pay targeted at up to 100% of the offered base salary.
United States Salary Range
$104,800
—
$176,400 USD
How GitLab Supports Full-Time Employees
Benefits to support your health, finances, and well-being
Flexible Paid Time Off
Team Member Resource Groups
Equity Compensation & Employee Stock Purchase Plan
Growth and Development Fund
Parental Leave
Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from
underrepresented groups
are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.
Country Hiring Guidelines:
GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.
Privacy Policy:
Please review our
Recruitment Privacy Policy.
Your privacy is important to us.
GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. GitLab will not tolerate discrimination or harassment based on any of these characteristics. See also
GitLab’s EEO Policy
and
EEO is the Law
. If you have a disability or special need that requires
accommodation
, please let us know during the
recruiting process
.
Location: Remote, Australia; Remote, Singapore
GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.
The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems.
Co-create the future with us
as we build technology that transforms how the world develops software.
*
Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab.
An overview of this role
As Manager, Sales Recruiting (APJ), you'll lead GitLab's Sales recruiting across the APJ region, partnering with regional Sales leaders to hire the quota-carrying and go-to-market talent that supports GitLab's growth. You'll build hiring strategies that reflect each market's nuances, business cultures, and candidate expectations while developing a team of recruiters. Your focus will be on making hiring repeatable across markets, providing a clear and thoughtful candidate experience, and helping business partners make informed hiring decisions. You'll also stay close to the work by recruiting for senior and specialized Sales roles when needed.
What you'll do
Lead and develop recruiters supporting a variety of sales roles, using coaching, feedback, and clear development plans to build capability and accountability.
Design recruiting strategies, structured interviews, and hiring frameworks that scale across APJ markets while reflecting local requirements.
Advise APJ Sales leaders on talent needs, market insights, and hiring trade-offs across markets such as Australia, India, Japan, Singapore, and Korea.
Navigate differences in compensation norms, notice periods, employment models, and candidate expectations with Legal, Compensation, and People partners.
Embed diversity, equity, and inclusion into recruiting processes and hiring decisions.
Manage a personal requisition load when needed, focusing on senior and specialized Sales roles such as country leaders, front-line managers, and technical sales talent.
Use recruiting data to track team performance, identify bottlenecks, and improve hiring strategies and candidate experience across the APJ Sales portfolio.
Partner with Sales Leadership, Sales Operations, Enablement, People Business Partners, Compensation, and Finance on workforce planning and coordinated candidate and stakeholder experiences.
What you'll bring
Experience developing recruiting teams for Sales or go-to-market organizations, delivering hiring outcomes across multiple APJ countries in a fast-scaling environment.
Ability to earn trust with senior Sales leaders while remaining hands-on with recruiting and advising on hiring decisions.
A systems-thinking approach to building scalable recruiting processes across varied Sales roles and local market requirements.
Ability to use data and analytics to shape recruiting strategy, identify gaps, and communicate impact to stakeholders.
Experience sourcing, engaging, and closing passive candidates for quota-carrying, specialized, and senior Sales roles, including discussing variable compensation and on-target earnings across markets.
Ability to solve problems in fast-moving, ambiguous environments while maintaining a thoughtful candidate experience.
Ability to collaborate across time zones in a remote-first, globally distributed team and apply equitable recruiting practices.
Multilingual ability or recruiting experience in Japan, India, or other APJ markets is a plus. We welcome diverse backgrounds and transferable skills relevant to this work.
About the team
Our Sales Recruiting team is a globally distributed group of recruiters and talent acquisition professionals who partner with Sales leaders around the world. We work remote-first and asynchronously, with a focus on clear processes, honest conversations with candidates, and hiring decisions grounded in data. The team moves quickly, shares what works, and values transparency, ownership, and learning from each other while maintaining a high bar for hiring quality and candidate experience.
How GitLab Supports Full-Time Employees
Benefits to support your health, finances, and well-being
Flexible Paid Time Off
Team Member Resource Groups
Equity Compensation & Employee Stock Purchase Plan
Growth and Development Fund
Parental Leave
Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from
underrepresented groups
are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.
Country Hiring Guidelines:
GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.
Privacy Policy:
Please review our
Recruitment Privacy Policy.
Your privacy is important to us.
GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. GitLab will not tolerate discrimination or harassment based on any of these characteristics. See also
GitLab’s EEO Policy
and
EEO is the Law
. If you have a disability or special need that requires
accommodation
, please let us know during the
recruiting process
.
Location: Remote, Australia; Remote, Singapore
GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.
The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems.
Co-create the future with us
as we build technology that transforms how the world develops software.
*
Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab.
An overview of this role
As a Go-to-Market (GTM) Recruiter, you'll help GitLab build the go-to-market teams that drive our growth. In this individual contributor role, you'll partner with leaders across Sales, Marketing, Customer Success, Professional Services, Field Operations, Enablement, and Ecosystems and own searches from intake through close. You'll build inclusive pipelines and use data and market insight to guide hiring decisions, while growing into a trusted talent advisor.
What you'll do
Manage full-cycle searches for Account Executives, Solutions Architects, Customer Success, Sales Development, and Sales Operations, typically carrying 12-15 requisitions at a time, with accurate, timely documentation in Greenhouse.
Lead intake and kickoff conversations to align hiring teams on role scope, territory or segment, quota and ramp expectations, interview plans, and timelines, with senior team guidance as needed.
Partner with hiring teams on structured, equitable interviews with clear competencies and actionable feedback; challenge assumptions and escalate risks or blockers early.
Use talent-market research, compensation and on-target earnings (OTE) benchmarks, funnel metrics, and candidate feedback to shape search strategy and address hiring issues.
Assess sales candidates on track record, quota attainment, deal complexity, and experience relevant to GitLab's sales segments and approach.
Build research-based, diversity-focused sourcing plans that balance applicants, passive talent, referrals, internal talent, and targeted outreach.
Deliver a thoughtful candidate experience through disciplined pipeline management, proactive communication, timely feedback, and offer negotiations that clearly explain compensation and OTE.
Improve recruiting practices by sharing learnings and reusable resources, using artificial intelligence (AI) responsibly, and representing GitLab's mission, values, and culture.
What you'll bring
Full-cycle recruiting experience in competitive markets, including offer and compensation conversations.
Sales or go-to-market recruiting experience, or a strong interest in learning sales segments, quotas, OTE, ramp time, territory design, and sales cycles.
Developing advisor skills: building stakeholder trust, influencing without authority, and managing hiring team expectations.
Experience building proactive, diversity-focused sourcing strategies and balanced pipelines.
A data-informed approach that turns funnel insights into practical actions.
Strong organization across multiple requisitions and clear written and verbal communication across time zones, with attention to detail and candidate care.
Experience with an applicant tracking system and recruiting tools such as Greenhouse, LinkedIn Recruiter, Metaview, LinkedIn Insights, SeekOut, or comparable platforms; ability to evaluate AI-generated work, protect confidential information, and share responsible workflows with team members.
Technology or business-to-business (B2B) software recruiting experience is helpful, not required.
About the team
We work in a globally distributed, remote-first Talent Acquisition team where clear communication and reliable follow-through matter. Guided by GitLab's operating principles, including Speed with Quality, Ownership Mindset, and Customer Outcomes, we take ownership, move with urgency and rigor, and focus on hiring outcomes that matter to our internal customers. We share learnings and create reusable resources to continually improve the quality and consistency of hiring across GTM teams.
How GitLab will support you
Benefits to support your health, finances, and well-being
Flexible Paid Time Off
Team Member Resource Groups
Equity Compensation & Employee Stock Purchase Plan
Growth and Development Fund
Parental leave
Home office
support
Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from
underrepresented groups
are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.
How GitLab Supports Full-Time Employees
Benefits to support your health, finances, and well-being
Flexible Paid Time Off
Team Member Resource Groups
Equity Compensation & Employee Stock Purchase Plan
Growth and Development Fund
Parental Leave
Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from
underrepresented groups
are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.
Country Hiring Guidelines:
GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.
Privacy Policy:
Please review our
Recruitment Privacy Policy.
Your privacy is important to us.
GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. GitLab will not tolerate discrimination or harassment based on any of these characteristics. See also
GitLab’s EEO Policy
and
EEO is the Law
. If you have a disability or special need that requires
accommodation
, please let us know during the
recruiting process
.
Location: Morrisville, United States
Purpose: Support our client's end-of-year cycle count by accurately counting and verifying company-issued hardware in the cycle counting software, so that physical inventory matches system records.
Locate and identify material: Review assigned count lists, locations, and part or asset numbers in the cycle counting software. Find assigned items in their storage locations and confirm each one matches the part number, serial number, or asset tag on the count sheet.
Count and record: Count each item by hand and enter the quantity and location into the cycle counting software. Scan barcodes or serial numbers wherever possible.
Flag and recount discrepancies: Recount any item where the physical count doesn't match the system quantity. Document the variance and escalate unresolved differences to the inventory lead.
Maintain organization: Return items to the correct locations, keep count areas tidy, and tag counted areas so nothing is counted twice or missed.
Follow safety and security procedures: Handle controlled and sensitive hardware according to company security, access, and safety requirements.
Report progress: Give daily status updates on completed counts, open discrepancies, and any blockers during the count window.
Attention to detail and a high degree of accuracy
Comfort with scanners, handheld devices, and inventory software
Ability to stand, walk, and lift up to 40 lbs for extended periods
Prior inventory, warehouse, or stockroom experience preferred
Ability to follow documented procedures and work independently
Salary: $35 – $45 / hour
Location: Waltham, United States; Santa Barbara, United States
ABOUT THE JOB
We are looking for an experienced EEE Parts Engineer to join us on a contract basis, owning parts engineering across one or more hardware programs for the duration of the engagement. In this role, you will work with Electrical Engineers to select and qualify parts for new designs, with Quality Engineers to define screening, inspection, and test requirements, and with Supply Chain to select and monitor part suppliers. You will build and maintain parts lists and screening plans, review contractual and customer requirements for parts impacts, shepherd nonstandard parts through internal and customer approval processes, and support root-cause investigations when parts fail during test. This role requires both deep technical knowledge of EEE parts and the collaboration skills to work effectively across engineering, quality, and program disciplines.
This is a contract position with a defined period of performance. Contract duration and any extension options will be discussed during the hiring process.
WHAT YOU'LL DO
•
Parts Selection & Screening Plans:
Develop and maintain the program's parts selection and screening plan, defining acceptable part classes, screening levels, and qualification requirements for EEE parts used in the design.
•
Parts List & Baseline Management:
Build and maintain a master parts list (preferred/approved parts list) tracking manufacturer, part number, screening level, qualification status, and approved alternates for every part used, including obsolescence and lifecycle tracking.
•
Requirements Flow-down:
Review statements of work, specifications, and contractual documents to identify EEE parts requirements, and flow those requirements down to design teams and suppliers alongside viable alternative part solutions.
•
Supply Source Selection:
Support evaluation of component manufacturers and distributors for quality, reliability, and supply-chain integrity, including authorized distribution and anti-counterfeiting controls.
•
Nonstandard Part Approval:
Prepare and submit nonstandard part approval data packages (qualification data, manufacturer reliability data, process-change evaluations), and present/defend them to an internal or customer parts control board.
•
Part Qualification & Test Data Review:
Review incoming part test data and qualification reports against program requirements, including oversight of Destructive Physical Analysis (DPA) lot-sample teardowns and Prohibited/Restricted Materials Analysis (PMA) dispositions.
•
Failure Analysis & Corrective Action:
Support investigation of EEE parts that fail incoming screening, board-level test, or system-level test; interface with failure analysis labs to determine root cause and drive corrective action.
•
Obsolescence & Advisory Monitoring:
Monitor industry alert/advisory systems (e.g., GIDEP) for notices affecting parts used on the program, and assess and disposition the impact on existing designs, inventory, and in-process procurements.
•
Cost & Schedule Support:
Estimate and track the cost and schedule impact of parts screening, qualification, and procurement activities, and support proposal efforts with EEE parts cost, risk, and schedule inputs.
REQUIRED QUALIFICATIONS
•
Education:
Bachelor's degree in Electrical Engineering or a related technical field, with approximately 5 years of applicable industry experience (or a Master's degree with approximately 3 years).
•
EEE Parts Knowledge:
Strong working knowledge of EEE parts, including hermetic devices and plastic encapsulated devices, and the industry standards and military specifications that govern them.
•
Screening & Qualification Standards:
Familiarity with MIL-STD-883 and MIL-STD-750 (test methods) and MIL-PRF-38534/-38535/-19500 (hybrid, integrated circuit, and semiconductor device specifications).
•
DPA & Failure Analysis:
Experience with or working knowledge of Destructive Physical Analysis (MIL-STD-1580) and interfacing with part failure analysis labs to support root-cause investigations.
•
Communication:
Ability to produce clear, concise written and verbal technical reports for engineering teams, management, and customers.
•
Cross-Functional Collaboration:
Demonstrated ability to work effectively across Electrical Engineering, Quality Engineering, Supply Chain, and Program Management.
•
Availability:
Ability to begin the contract engagement promptly and commit to the expected period of performance.
•
Export Control:
U.S. Person status is typically required for roles accessing export-controlled data; eligibility to obtain and maintain a security clearance may also be required depending on program.
PREFERRED QUALIFICATIONS
• Familiarity with MIL-PRF-55681, MIL-PRF-55342, and MIL-PRF-55310 (chip capacitor and resistor specifications).
• Experience monitoring and dispositioning GIDEP (Government-Industry Data Exchange Program) alerts and advisories.
• Experience performing or reviewing Prohibited/Restricted Materials Analysis (PMA), including tin-whisker and wire-bond material risk assessment.
• Experience supporting part qualification for space, launch vehicle, or other harsh-environment defense programs.
• Experience preparing data packages for, or presenting to, an internal or customer parts control board.
• Experience supporting Material Review Board (MRB) disposition of nonconforming parts and materials.
• Prior experience working in a contract or consulting capacity within aerospace and defense environments.
Salary: $75 – $80 / hour
Location: London
Workplace: Remote
Joining Coder as a Sr. Technical Recruiter is an opportunity to be a part of a high-impact, progressive, and collaborative team. We are trusted to represent Coder externally and guide all levels of the business in hiring decisions.
You partner closely with hiring teams and candidates from the first conversation through handoff to the onboarding team. You balance speed and empathy, providing a tailored and consistent experience for both candidates and internal team members.
What you’ll do here
- Own full-cycle recruiting for technical and non-technical roles, from intake through offer, while keeping candidate experience top of mind
- Source and engage candidates across multiple channels with creative, eye-catching outreach
- Manage hiring teams end-to-end, providing proactive communication and transparent feedback
- Track pipeline health, identify bottlenecks/challenges, and adjust strategy using data
- Maintain up-to-date documentation in Ashby, Notion, etc. to keep hiring teams aligned
What we’re looking for
- 4+ years of experience recruiting for technical roles, with emphasis on Engineering, Product, and GTM
- Comfort discussing technical fundamentals, role expectations, and pitching Coder to candidates
- Strong partnership skills with hiring managers and cross‑functional teams
- Clear written and verbal communication; direct, respectful, and timely
- Organized approach to pipelines, prioritization, and competing deadlines
- Prior experience working in a startup environment and using Ashby ATS
Bonus tacos if you have
- (Tacos? If you need an ice-breaker, ask how we say thanks by giving tacos!)
- Substantial experience hiring for AI, developer tools, infrastructure, or open‑source teams
- Prior experience scaling a high-growth company
- Proactive approach to improving systems and processes for the team
ABOUT CODER
Coder is the leading platform for AI development Infrastructure, enabling enterprises to securely run human and AI-driven development workflows in consistent, governed environments. Coder provides self-hosted, agent-ready workspaces that unify developer productivity and platform governance. With Coder, enterprises can confidently evolve from human-only development to AI-assisted and autonomous workflows, without sacrificing security, compliance, or performance. Learn more at coder.com http://coder.com.
INTERVIEW PROCESS
We believe that the interview process should be transparent, consistent, and enjoyable. We value your time and hope to complete the interview process in two to four weeks, if schedules allow. Through your interviews, you will meet a mix of individual contributors, managers, and senior leaders.
AI USE DURING THE INTERVIEW PROCESS
As an AI company, Coder embraces the use of AI tools, and we want to be transparent about our expectations as you navigate our interview process.
Not permitted: Using AI assistance during conversational interviews.
Permitted: Using AI tooling for take-home assessments. Please flag where and to what extent it was used in your take-home. Your submission will not be penalized for using AI as long as it is done honestly.
OUR USE OF AI IN HIRING
We use AI tools to help manage our recruitment process efficiently and fairly. Specifically:
- Ashby and Brainerr help us review inbound applications by surfacing candidates who best match the role requirements we've defined. This tool does not make hiring decisions; it helps our team prioritize which applications to review first.
- Granola takes notes during our interview calls so our team can focus on the conversation with you.
All hiring decisions are made by humans. Our team reviews applications, conducts interviews, and makes final selections. AI tools assist us but never replace human judgment, and these practices are conducted in compliance with applicable data protection, AI governance, and labor laws. Your data is not used to train AI models.
In accordance with New York City Local Law 144, an independent bias audit has been conducted on "Automated Employment Decision Tools"; results are available for Ashby https://www.ashbyhq.com/downloadables/ashby-bias-audit-08-2024.pdf.
If you're applying for a role at Coder and have questions about how we use AI in our process, or if you'd like to request information about the data we collect, please contact careers@coder.com.
CODER IS A PROUD EQUAL OPPORTUNITY EMPLOYER
We are committed to providing equal employment opportunities to qualified applicants and do not discriminate on the basis of race, color, ancestry, religion, sex, pregnancy, gender, gender identity, gender expression, sexual orientation, national origin, age, marital status, genetic information, disability, protected veteran status or any other characteristic protected by federal, state, or local laws.
Location: Philippines
Staffing for Doctors is expanding our internal recruitment operations! We are looking for high-performing, PH-based Healthcare Recruiters who understand the nuances of sourcing top-tier talent for U.S. medical practices. In this role, you will lead end-to-end full-cycle recruitment for offshore medical staff—with a core focus on Medical Virtual Assistants (MVAs). If you thrive in a fast-paced environment, possess exceptional native-level English skills, and take pride in meeting tight fulfillment deadlines, we want to hear from you.
Key Responsibilities
Full-Cycle Recruitment:
Manage the entire hiring funnel from candidate sourcing, screening, and interview coordination to placement and offer negotiation.
Specialized Sourcing:
Proactively source, engage, and evaluate top PH talent for U.S.-based healthcare placements, specializing in Medical Virtual Assistants, medical billers, and clinical administrative roles.
Pipeline & Requisition Management:
Efficiently manage multiple open requisitions concurrently while maintaining high standards and meeting aggressive fulfillment timelines.
Candidate Assessment:
Conduct rigorous English proficiency, technical, and soft-skill evaluations to ensure candidates meet client-specific standards for U.S. outpatient practices.
System & Data Management:
Track, update, and manage applicant flow daily within our Applicant Tracking System (ATS) and CRM tools to keep team leadership updated on pipeline health.
Requirements
Geographic Location:
Must be based in the Philippines (PH).
Language Proficiency:
Native or fluent English skills (written and spoken) with exceptional communication skills to interact seamlessly with U.S. clients and talent.
Healthcare Recruitment Experience:
Proven track record recruiting for U.S.-based healthcare practices or healthcare staffing agencies.
Niche Expertise:
Direct experience sourcing and placing
Medical Virtual Assistants (MVAs)
or clinical remote personnel.
High-Volume Execution:
Strong time management and multi-tasking skills, with a proven ability to deliver qualified candidates under short turnarounds.
Please note that this is a full-time contractor position (40 hours per week) with a starting pay rate of $8 per hour depending on skillset and experience. The schedule is Monday through Friday, 8:00am-5:00pm, PST.
Подбор персонала вахтовым методом на масштабные проекты: склады и производство. Подбор комплектовщиков, операторов производства, грузчиков.
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