Senior Technical Talent Acquisition Manager

About Vibe

At Vibe.co, we’re shaping the future of advertising by helping brands connect with audiences in more human, data-driven, and measurable ways. Our platform blends creativity, technology, and automation to make advertising more relevant, efficient, and impactful — across every screen, including CTV.

We’re growing fast — our goal is to 2.5x revenue in 2026 — and building an exceptional technical team will be one of the most important drivers of that growth. The engineers and product leaders we hire today will shape the infrastructure, intelligence, and innovation that define Vibe as a category leader in CTV monetization.

We’re a small, high-performing team that values clarity, speed, and execution. We move quickly, experiment relentlessly, and take pride in doing work that creates real impact.

Your Mission

Vibe is at a major inflection point. As our next Senior Technical Talent Acquisition Manager, you’ll play a critical role in scaling the team that powers our product and platform.

This isn’t a role focused on filling roles quickly — it’s about attracting and closing the top 1% of engineering and product talent. You’ll own technical recruiting strategy end-to-end, helping us build the foundation for the next phase of Vibe’s growth.

You will report to our incoming Head of Talent Acquisition and work closely with engineering and product leadership from our NYC HQ.

What You Will Do

• Own Full-Cycle Technical Recruiting: Lead end-to-end hiring for engineering and product roles, delivering an exceptional candidate experience from first outreach to close.

• Attract Top Technical Talent: Develop and execute high-touch sourcing and headhunting strategies to recruit talent from FAANG, Tier-1 AdTech companies, and AI-native organizations.

• Partner Closely with Hiring Managers: Collaborate with engineering and product leaders to define role requirements, calibrate hiring bars, and streamline decision-making.

• Build Proactive Talent Pipelines: Engage and nurture networks of high-performing technical candidates for both immediate and future hiring needs.

• Strengthen Vibe’s Technical Employer Brand: Help shape how Vibe is positioned in the market to world-class engineers — ensuring we resonate with competitive, impact-driven builders.

• Use Data to Improve Recruiting Outcomes: Track pipeline health, conversion rates, time-to-hire, and recruiting effectiveness to identify bottlenecks and continuously optimize.

• Influence the Future of the Team: Play a key role in defining hiring culture, talent strategy, and the technical foundation of a rapidly scaling organization.

We’d Love to Work With You If

• You have successfully scaled technical teams within a high-growth VC-backed startup or a Tier-1 AdTech firm.

• You have a documented track record of hiring senior talent away from FAANG or AI-focused organizations.

• You have managed the entire recruitment lifecycle, from initial outreach to complex equity-heavy negotiations.

• You have built sourcing pipelines for specialized roles like Data Engineering, Machine Learning, or Ad-Infrastructure.

• You operate with urgency, ownership, and an extremely high bar for talent and execution.

• Nice to have:

  • Experience working in an early-stage or “founding talent” capacity, helping define hiring processes and culture.

• A strong technical recruiting network in NYC and/or European markets.

Perks & Benefits

• Comprehensive medical, dental, and vision insurance

• 401(k) plan with company matching

• Unlimited PTO to recharge and reset

• Paid parental leave for maternity and paternity

• Flexible hybrid work model- based in NYC’s Flatiron District

• Compensation includes a base salary range of $160,000–$200,000, with flexibility depending on experience and skill set, plus bonus eligibility.

Interview Process

We value your time and move with urgency. Expect a challenging, high-signal process designed for high performers.

1. Recruiter Screen

2. Hiring Manager Interview

3. Take-home Assignment + Live Debrief (“Show us how you hunt”)

4. Skip-Level Interview

5. Reference Checks

6. Offer

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.