A tech company hires everyone
Technology recruiting is wider than engineering. A software company at Series B can have open roles for backend and frontend engineers, a platform or infrastructure engineer, a security engineer, a product manager, a product designer, account executives, a solutions engineer, a customer success lead and a controller, all in the same quarter.
Each of those is a different market. Backend engineers respond to the problem and the people they will build with. Account executives want to understand the quota, the territory and the product's win rate in real deals. Designers look at the work your team has shipped before they reply.
A good tech recruiter knows how each role family is evaluated and where those people are. That is why we staff Mavericks who have recruited across engineering, design, product, data, GTM, finance and people, and why one recruiter can carry a mixed set of roles without treating every search the same way.
How engineers and product people evaluate you
Strong engineers get a lot of recruiter messages, and most of them are ignored. The ones that get answered are specific: what the team is building, the stack, the hardest problem on the roadmap and who the candidate would work with.
The first conversation matters just as much. Candidates ask about the codebase, on-call, how decisions get made, how much time goes to new work versus maintenance, and who leads engineering. A recruiter who answers with "I'll check with the hiring manager" on every question loses people at the first step.
Equity needs a clear explanation too. Candidates weigh options, strike price and stage against cash, and they compare your offer with public-company offers that look simpler. Your recruiter should be able to walk through it plainly and know when to bring in a founder or finance lead.
That is the work an embedded recruiter - a Maverick - does inside your team, with your context, rather than from an agency inbox.
Interview loops at technology companies
Most tech companies run some version of the same loop: a recruiter screen, a hiring manager conversation, a technical screen, then an onsite or virtual panel. For engineers that panel usually includes coding, system design for senior roles, a deep dive on past work and a conversation about how they collaborate. Product and design roles add case exercises or portfolio reviews.
Loops go wrong in predictable ways. Interviewers ask overlapping questions, nobody owns the debrief, scorecards come in late and the bar drifts between interviewers. Candidates notice, and the good ones have other processes running.
Your recruiter keeps the loop consistent: they brief interviewers, chase feedback, run the debrief and keep the candidate informed. When interview volume grows, scheduling becomes a job of its own. That is what Embedded Coordination covers, so recruiters can stay with candidates and hiring managers.
Stage changes the search
The same job title means different work at different stages, and the search should change with it.
- Seed and Series A: founding engineers and early generalists who are comfortable with ambiguity, plus a first designer or first GTM hire. Founders still run most of the process, so the recruiter needs to protect their time.
- Series B and C: specialists, first engineering managers, platform and security roles, and a GTM team that is growing from a few sellers to several teams. Leveling and compensation bands start to matter. See hiring after a funding round and scaling hiring fast.
- Late stage and public: more structured leveling, more interviewers, background checks and stricter process, alongside the same need for speed.
A recruiter who has hired at your stage knows which candidates will thrive there and which will be frustrated in six months.
How Mavericks works with technology teams
An embedded Maverick joins your team, works in your applicant tracking system and Slack, and partners directly with your hiring managers. They run searches from intake to offer through Embedded Recruiting, or build pipeline for your recruiters through Embedded Sourcing.
You get a weekly recruiting update and a weekly or bi-weekly sync, so hiring managers know where every search stands. Behind each recruiter is MavsHQ, our recruiting operations and analytics platform. You see it through your recruiter and the weekly update, without another login.
Teams Mavericks has supported in technology include Figma, Vercel, Replit, ClickHouse, Hightouch and Vanta. Across more than 150 companies, Mavericks recruiters have contributed to more than 1,600 hires.
If your company builds with machine learning or moves money, the market is different again. See AI recruiting and fintech recruiting.