Senior Technology Recruiter

Freshfields

At Freshfields, our people are our greatest competitive advantage. The 5500+ change makers and problem solvers across 33 offices who make up the firm are what put us at the forefront of law.

Visionary talent. Deep expertise. Unflagging commitment. These are the skills that enable us to lead on the deals, disputes and decisions that shape industries and economies. We help our clients navigate complexity, seize opportunity and shape what comes next every single day.

Join us, and you'll find more than a career: a place to shape ambition into impact for clients, colleagues, and communities and most importantly for yourself.

You bring the drive to lead, the courage to challenge and the imagination to see what others don’t. At Freshfields, you’ll have the platform to shape it all into real impact.

Role summary/purpose of job

The Senior Technology Recruiter will lead end-to-end recruitment for senior, specialist and business-critical technology roles across the firm. The role will partner closely with technology leadership, hiring managers to define hiring needs, shape sourcing strategies, assess technical and leadership capability, and deliver an excellent candidate and stakeholder experience. The successful candidate will bring strong market knowledge, disciplined search execution and the credibility to act as a trusted adviser on technology talent.

Key responsibilities and deliverables

• Lead full-cycle recruitment for senior and specialist technology roles across different geographies and expertise areas incl. Engineering, Product Innovation & Management, Architecture and commercial roles.
• Partner with technology leaders and hiring managers to translate business needs into clear role requirements, target candidate profiles and market-informed search strategies.
• Build high-quality candidate pipelines through proactive sourcing, networking and creative approaches to engaging both active and passive talent; at the same time cultivate networks of high-potential, passive talent to meet future business demands.
• Provide market insight on talent availability, compensation, competitor activity, location strategy and candidate expectations to support hiring decisions.
• Manage multiple concurrent searches with strong prioritization, delivery discipline and clear communication of progress, risks and next steps.
• Maintain accurate data in the