Lead Technical Recruiter – Agency Direct Hire

Lead Technical Recruiter – Agency Direct Hire

Bowman Williams is a niche permanent-placement staffing firm focused exclusively on the IT Cloud and Managed Service Provider industry.

We’ve spent 16 years in one niche, have more than 1,000 MSP clients across seven U.S. cities, and generate more than 70% repeat business each year. Forbes has recognized Bowman Williams as one of America’s Best Staffing Firms.

We’ve built the business around a highly repeatable proactive recruiting model targeting a niche industry. We are thought leaders for our industry and therefore position ourselves as partners, almost exclusively working directly with CEOs of small IT cloud managed service providers (not HR).

How Lead Technical Recruiter Fits Into the Model

We’re a niche staffing agency so we routinely fill the same technical roles for our client base: Systems Engineers, Cloud Engineers, Project Engineers, Service Managers, vCIOs and others specific to the MSP industry.

That overlap creates leverage.

Instead of treating every job order like an entirely new search, our recruiters look across the job board to identify geographical pockets where multiple job orders overlap. One strong candidate will be sent to several actively hiring clients.

Lead Technical Recruiter

The Lead Technical Recruiter should have agency experience.

The Lead Technical Recruiter will work in a play/coach capacity and have the following two primary functions:

1. We need a senior recruiter capable of headhunting for technical positions, ideally experienced at recruiting for IT cloud and infrastructure positions (Windows Server, Azure, M365). You know how to source and get scrappy. You know how to identify passive candidates, approach them intelligently and elicit interest.
2. Work with leadership to build our targeted search capability. We’re not sourcing purple squirrels. We’re sourcing Helpdesk, Level 2 System Admins, Project Engineers outside of our core markets we already service.

• You’ll work with leadership to develop a repeatable sourcing and headhunting model for our bread-and-butter positions outside our core markets.

• Determine which searches warrant targeted sourcing, develop the approach, execute and help turn what works into a repeatable model where more recruiters can be plugged in.

• You’ll be building on an established platform of 1,000 MSP clients located in seven cities, where job titles overlap and a proactive recruiting model that already works at scale. The objective is to expand that capability so we can fill more of the opportunities coming to us organically.

Unpacking the reactive model

Our company averages approximately a 40% close rate. A typical successful search generates about three candidate submissions, three interviews and a placement within approximately 22 days.

Our Account Managers own the client side: submissions, interviews, offers and closing. This allows recruiters to direct focus on building candidate pipelines.

And because we operate in one niche, a recruiter’s success will compound. Recruiters source for the positions currently open on our board knowing if that candidate doesn’t get placed today, they still stand a good chance of being placed in the next 6 months.

Benefits

• 100% remote
• 2-hour lunch every day, 11:30 AM–1:30 PM EST – yes, you read that correctly.
• Unlimited PTO
• 100% company-paid health, dental and vision insurance
• 401(k) with company match
• $50,000 company-paid life insurance
• Additional voluntary insurance benefits
• Company events and happy hours
• Our average employee tenure is more than five years.