Own end-to-end delivery on TRM's most complex, ambiguous, or highest-priority technical searches (e.g., executive-adjacent, novel function build-outs, or roles with thin talent markets), often running several ambitious searches in parallel with clear hypotheses, datapoints, and next actions.
Set the sourcing, evaluation, and closing standard for the function, modeling a bar that would be considered top-tier by industry peers, and stepping in on peers' searches when quality or timelines are at risk.
Act as a thought partner to hiring managers and executives on hiring strategy, market realities, and calibration, proactively flagging when a plan, level, or approach isn't working and proposing alternatives before being asked.
Mentor and coach recruiters across the team on sourcing craft, structured search design, and stakeholder management, through pairing, feedback, and modeling rather than formal authority.
Identify and close gaps in our recruiting systems, tools, and processes (dashboards, funnel hygiene, market maps, playbooks) so the whole team moves faster and with better data.
Build and share market intelligence, including compensation benchmarks, talent pool maps, and competitor movement, that shapes how TRM plans and prioritizes hiring across functions.
Create spaces for honest feedback and productive disagreement about what's working in our recruiting motion, and help the team let go of approaches that no longer serve results.

7+ years of technical recruiting experience in high-growth, US-headquartered tech startups, with a track record of independently closing hard-to-fill and senior technical roles.
Demonstrated ability to run multiple high-complexity searches simultaneously, each with a clear strategy, market read, and measurable outcomes.
A history of raising the bar for others, through mentorship, pairing, or informal coaching, even without formal management responsibility.
Sharp first-principles thinker who questions not just execution but the underlying hiring strategy, and is comfortable pushing back on hiring managers or leadership with data and alternatives in hand.
Fluent in translating messy, cross-functional hiring problems (competing priorities, unclear specs, multiple stakeholders) into a clear plan and next steps.
Strong operational instincts, comfortable owning improvements to sourcing tools, dashboards, and process design, not just working within them.
Exceptional, concise communicator who builds trust quickly with executives, hiring managers, and candidates alike.
A bias toward ownership: thinks like they run the function, not just their own req load.

Hybrid — San Francisco, Los Angeles, New York, Washington D.C., London, Singapore

AI fluency is a baseline expectation at TRM. We believe AI meaningfully changes how top performers operate. We expect every team member to use AI to accelerate and reimagine their craft, not just automate surface tasks.
You will be evaluated on applied AI fluency during the interview process.
The use of AI tools of any kind (including but not limited to notetakers, interview assistants, and real-time coaching tools such as Otter.ai, Fireflies, Fathom, Cluey, or similar) during TRM interviews is not permitted without prior approval from TRM.
TRM uses its own internal tools for note-taking to ensure a consistent and confidential experience for all candidates.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this form.
TRM Labs does not accept unsolicited agency resumes. Please do not forward resumes to TRM employees. TRM Labs is not responsible for any fees related to unsolicited resumes and will not pay fees to any third-party agency or company without a signed agreement.

TRM Labs is hiring a Lead Technical Recruiter