Lead Technical Recruiter

BUILD A SAFER WORLD.

TRM Labs provides AI-powered intelligence solutions that help public and private sector agencies investigate and disrupt crime. TRM's platforms enable investigators to trace illicit activity, build cases, and construct operating pictures of threat networks. Leading agencies and businesses worldwide rely on TRM to make the world safer and more secure.

At TRM, we believe the people we hire will determine how far and how fast we can go in our mission to build a safer world for billions of people. That’s why we’re building a Talent team that sees recruiting as a craft and a competitive advantage, people who challenge assumptions, move with urgency, and are energized by building exceptional teams to solve incredibly hard problems. If that sounds like you, we’d love to meet you.

– Alicia Strait https://www.linkedin.com/in/alicias11/, VP of Talent, TRM Labs

Our ability to identify, hire, and retain exceptional talent is foundational to our mission. The Talent team at TRM is made up of seasoned professionals who have experience hiring world-class Engineering, Data Science, GTM, and People teams for the most notable startups in Silicon Valley. As a Lead Technical Recruiter, you are the senior individual-contributor backbone of the team: owning our most complex and highest-stakes technical searches, setting the bar for craft across the function, and mentoring recruiters without needing a direct reporting line to do it. Your success will be measured by the quality and velocity of the searches you personally run, and by how much better the rest of the team gets because you're in the room.

THE IMPACT YOU'LL HAVE HERE

• 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.

WHAT WE'RE LOOKING FOR

• 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.

Learn about TRM Speed in this position:

• Within 72 hours of receiving a position, you schedule the intake meeting, open the position in the ATS, post the description, design the interview process, configure the interview plan.

• Within week of opening a position, you have conducted 5-10 Recruiter Screens and have conducted the first sync with the Hiring Team for calibration.

• Two weeks after the initial interviews, you analyze the data to identify what is and isn’t driving pass rates and conversions. You share your insights and recommendations with the hiring team to refine and optimize the search, and you continue to monitor and adjust the approach until the position is filled.

Our Onboarding Process:

• Within your first 30 days, you’ll be fully onboarded, calibrated, and operating as the DRI for your positions.

• Within your first 60 days, you’ll have your first sourced candidates reaching final rounds.

• Within your first 90 days, you’ll have made 2–3 hires.

THE FOLLOWING REPRESENTS THE EXPECTED RANGE OF COMPENSATION FOR THIS ROLE:

• Individual pay is determined by skills, qualifications, experience, and location. The compensation details listed in this posting reflect the US base salary only.

• The estimated base salary range for this role is $172,500 - $196,000.

• Additionally, this role may be eligible to participate in TRM’s equity plan.

• Please note – we factor in the different costs for geographies outside the United States.

APPLICATION INSTRUCTIONS

If you’re interested in joining TRM, we encourage you to apply directly. Every application is reviewed by our Talent team.

Before applying, review the job description carefully and highlight the experience and impact that best demonstrate the required qualifications. Please also provide thoughtful and accurate answers to the application questions, as these will be used to evaluate your qualifications for the role.

If you send your resume directly to someone at TRM, we can’t guarantee it will reach the appropriate hiring team. Applying directly is the best way to ensure you’re considered.

WHAT TO EXPECT FROM OUR INTERVIEW PROCESS

Our process is designed to understand how you think, solve problems, and deliver impact, while giving you the opportunity to evaluate TRM. Most interview processes include a case study, AI skills assessment, and Leadership Principles interview.

• Recruiter Intro: Explore your experience, motivations, and alignment with the role.

• Hiring Manager: Dive deeper into your relevant experience, skills, and impact.

• First Round: Typically 1–2 interviews focused on the skills most critical to the role.

• Final Round: Typically 3–5 interviews to go deeper on your craft, problem-solving, and alignment with TRM.

• References: We’ll speak with former colleagues who can provide perspective on your work and impact.

• Offer: If it’s a mutual fit, your recruiter will walk you through your offer and answer your questions.

• Welcome to TRM: Once you sign, we’ll get you ready for your first day and onboarding.

Your recruiter will share your specific interview plan and preparation guidance along the way.

Learn more about interviewing at TRM https://www.trmlabs.com/resources/blog/interviewing-at-trm-how-we-hire-and-what-success-looks-like

LIFE AT TRM

We are building a safer world. That promise shows up in how we work every day.

TRM moves quickly. We are a high velocity, high ownership team that expects clarity, follow-through, and impact. People who thrive here are energized by hard problems, experimentation, and continuous feedback. If something takes months elsewhere, it will ship here in