NinjaOne Careers

About the Role

Engineers and product managers are the heartbeat of NinjaOne. As the Manager of Technical Talent Acquisition, you will lead a high-performing, well-established team of Technical Recruiters who power our global Engineering, Product, IT, and Security hiring. Reporting directly to the Head of Talent Acquisition, this is a hands-on leadership role grounded in execution, clarity, and accountability. You are not building from scratch. You are stewarding and elevating a strong technical recruiting engine, ensuring it scales with discipline, consistency, and a continuously rising hiring bar across regions. You are responsible for the performance, health, and development of the Technical Recruiting team. You will strengthen technical fluency, sharpen execution standards, and use data to diagnose funnel gaps and remove friction before it impacts delivery. At the same time, you will protect what makes this team strong: trust, collaboration, and sustainable performance. This is a high-ownership leadership role. We move with urgency, expect excellence, and believe strong performance and strong team culture are not tradeoffs.

Location: Austin, TX – Hybrid in office 2-3 days per week.

What You’ll Be Doing

Technical Execution & Operational Excellence

• Drive Daily Delivery: Lead the global technical recruiting team to ensure key metrics such as Time-to-Hire, Technical Screen Pass Rates, and Quality of Hire are delivered consistently across global tech hubs.
• Optimize the Tech Stack: Contribute to the optimization of the ATS and technical recruiting toolkit (e.g.LinkedIn Recruiter, CRM and Sourcing Tools). Lead projects to streamline technical workflows, enforce data integrity, and document SOPs for technical assessments.
• Operational Rhythm: Establish SLAs for the technical recruiting lifecycle, ensuring a seamless candidate experience from initial outreach to technical deep-dives and final offer. Set weekly execution priorities, manage pipeline health reviews, and remove blockers impacting hiring velocity. Partner with the Technical Sourcing Manager to ensure pipeline depth aligns with quarterly hiring demand
• Data-Driven Insights: Utilize performance dashboards to identify bottlenecks in the technical funnel (e.g., "The Technical Interview Gap") and resolve them through interviewer training or resource shifting.

People Leadership & Technical Mentorship

• Lead & Coach: Manage and develop a tenured team of Awesome Technical Recruiters. Equip them with the skills to speak "Engineer-to-Engineer" and navigate the nuances of technical skill sets.
• Team Care: Champion the well-being of the technical TA team. Manage workload distribution to prevent burnout in a high-pressure hiring environment and foster a culture of psychological safety and high performance.
• Performance Management: Lead 1:1s, performance reviews, and calibration sessions to ensure consistent feedback and career pathing for your team.

Business Partnership & Engineering Alignment

• Strategic Advisory: Work closely with the Chief of Staff, VP of Engineering, and Product leadership to review quarterly hiring plans. Translate product roadmaps into tactical headcount execution. Serve as escalation point and final-stage closer for complex or senior technical searches, coaching recruiters and partnering with leadership to craft competitive offers
• Sourcing Strategy: Partner with the Technical Sourcing Manger in developing specialized sourcing and pipelining strategies for "hard-to-fill" roles like Staff Engineers, Backend Engineers (Go/C++), DevOps, Ai and Data Engineers, and Security Architects etc.
• Market Intelligence: Act as a strategic partner by providing real-time insights on technical compensation trends, talent availability in specific tech stacks, and hiring risks in competitive markets.

Drive Operational Discipline

• Leverage ATS data and dashboards to diagnose funnel gaps, interview bottlenecks, and sourcing inefficiencies
• Partner with TA Leadership, Sourcing, & Recruiting Operations to improve workflows, technical assessments, and reporting accuracy
• Enforce clean data hygiene and consistent stage usage across the technical funnel
• Continuously refine interview processes in partnership with Engineering leadership to improve signal quality and reduce bias

About You

• Experience: 7+ years of progressive experience in Talent Acquisition, with 3+ years specifically leading technical recruiting teams in a high-growth SaaS environment.
• You have delivered against aggressive technical hiring plans, balancing speed and quality across dozens of concurrent requisitions without lowering the bar
• People Leadership: You lead from the front, Experienced recruiters perform at a higher level under your leadership. You set clear standards, coach decisively, and build accountability without eroding trust
• Technical Fluency: You understand the difference between Java and JavaScript, you know what a CI/CD pipeline is, and you can comfortably talk shop with Engineering leaders. Engineering leaders trust your judgment. You engage credibly across backend, infrastructure, DevOps, data, security, and product domains and assess technical signal beyond surface-level keywords
• Execution Focus: An obsessive focus on process and measurable results. You don't just "hire people"; you build scalable systems to find the best talent. Raising the hiring bar is part of your operating model. You have refined interview frameworks, driven calibration, and improved decision velocity while protecting rigor
• Systems Expert: High proficiency in ATS management (Jobvite/Greenhouse etc.) and technical sourcing tools.
• Communication: Polished skills in articulating technical hiring blockers to non-technical stakeholders and the ability to empathize with both candidates and hiring managers.
• Master Negotiator: Serve as the final-stage closer for high-impact technical hires. You don’t just "send offers"—you architect them. You understand the nuances of NinjaOne’s equity structure and can clearly articulate the long-term value proposition to candidates coming from Big Tech or well-funded startups. You will act as a coach for your recruiting team, teaching them how to surface "under-the-table" objections—like specific tech stack concerns, comp, or career growth—before the offer stage even begins.
• Partner Adivsor: When market realities or capacity constraints challenge hiring plans, you bring clarity and help leaders make smart tradeoffs grounded in data
• Cultural Alignment: You embody our values—Curiosity, Integrity, Kindness, Humility, & Builders—and are committed to building a world-class engineering culture.

About Us 

NinjaOne unifies IT to simplify work for more than 35,000 customers in 140+ countries. The NinjaOne Unified IT Operations Platform delivers endpoint management, autonomous patching, backup, and remote access in a single console to improve efficiency, increase resilience, and reduce spend. By automating IT and managing all endpoints, organizations give employees a great technology experience at work.  

NinjaOne is obsessed with customer success and has retained a 98% customer satisfaction score for more than 5 years.  

What You’ll Love 

We are a collaborative, kind, and curious community.
We honor your flexibility needs with full-time work that is hybrid remote.
We have you covered with our comprehensive benefits package, which includes medical, dental, and vision insurance.
We help you prepare for your financial future with our 401(k) plan.
We prioritize your work-life balance with our unlimited PTO.
We reward your work with opportunities for growth and advancement.

Additional Information

This position is NOT eligible for Visa sponsorship.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by applicable law. We are committed to providing an inclusive and diverse work environment.