Recruiting Researcher

Overview

Remote
$50 - $60
Contract - W2
Contract - 12 Month(s)
No Travel Required

Skills

Recruiting
Sourcing
Screening
full life cycle recruiting
ads recruiting
product recruiting
design recruiting
stakeholder management

Job Details

Recruiting Researcher (2 Openings)

Team: Talent Acquisition
Location Preference: Los Angeles, Los Gatos, or New York (strong preference, not a hard requirement)

Interview Timing

  • Resume review begins next week
  • Interviews targeted for the week of Jan 15
  • Hiring manager is flying Monday but will still review resumes

Assessment: Yes, take-home assessment required
ATS/Tools: Eightfold nice-to-have; strong LinkedIn Recruiter experience highly preferred; AI comfort is a plus

Workload

  • Carry 10–17 reqs at a time
  • 5–10 recruiting screens/day, plus sourcing and pipeline management
  • Annual volume:
    • Ads: ~60 hires/year
    • Product: ~30–40 hires/year
  • Hand-off Point: At interview panel stage to the recruiter

Core Role Overview (Applies to Both Positions)

This is a senior Recruiting Researcher role that owns the top of the funnel and pipeline health across multiple searches simultaneously. This is not a high-volume-only sourcer role. The team needs someone who can:

  • Source, screen, and assess candidates end-to-end on the front half of the process
  • Manage pipelines, present strong shortlists, and educate hiring leaders
  • Influence hiring managers without a recruiter always in the room
  • Conduct nuanced candidate conversations that move candidates toward close
  • Partner closely with recruiters while still running independently

This team previously anchored on pure sourcer profiles but has learned they now need more mature researchers with full-cycle depth, especially given the complexity of Product and Ads hiring.

Ideal Background Profile

  • 7+ years total TA experience
  • 2+ years full-cycle recruiting experience (required)
  • Former full-cycle recruiters who moved into researcher roles are a strong plus
  • Strong in:
    • Market mapping
    • Competitive profiling
    • Pipeline strategy
    • Talent advisory for hiring leaders
  • Comfortable with:
    • Data-driven recruiting
    • High req load
    • Partnering with newer hiring managers
  • Agency experience is welcome, but candidates must also have experience supporting a large-scale, Big sized company

Role #1 – Ads Recruiting Researcher (Programmatic Advertising Focus)

(This aligns directly with the original intake note)

This role requires programmatic advertising experience.

They are targeting candidates who have supported:

  • Ad Products
  • Digital/Programmatic Advertising
  • Tech-forward ad teams

Ideal Company Backgrounds:

  • Google
  • Meta
  • Amazon
  • YouTube
  • Roku
  • Hulu (pre-Disney environments)
  • Or similar tech-forward streaming or advertising platforms

They are not looking for traditional go-to-market marketers. This must be someone who understands:

  • Ad product strategy
  • Programmatic ad ecosystems
  • How ad products are built and scaled inside tech platforms

Business Context:

  • Ads is a newer, fast-growing part of the business
  • Hiring managers are newer and want stability
  • The researcher must be able to:
    • Educate leaders on market trends
    • Set expectations on candidate availability
    • Drive consultative talent strategy
  • If someone has direct Ads Product recruiting experience, Celeste considers that a “gold star” profile
  • This role may also flex into full-cycle recruiting support if needed

Role #2 – Product / Design Recruiting Researcher

(This directly matches the original intake note)

This role supports more legacy, established areas of the business, and they are open to either of the following backgrounds:

  • Product Management recruiting
  • UI/UX or Product/Experience Design recruiting

Candidates with deep exposure to:

  • Product teams
  • Design orgs
  • Cross-functional product orgs

Celeste is focused on best-in-class talent here—someone who can support:

  • Complex product leadership needs
  • High-bar design and PM hiring
  • Strategic pipeline development over time

What Success Looks Like (First 90 Days)

  • Managing 10–17 active searches simultaneously
  • Hitting time-to-hire expectations:
    • Faster on Ads (~60 hires/year pace)
    • Slightly slower on Product (~30–40 hires/year pace)
  • Strong command of:
    • Sourcing strategy
    • Competitive market insights
    • Candidate screening quality
    • Stakeholder communication
  • Able to independently:
    • Present shortlists
    • Advise on market conditions
    • Influence hiring manager decisions
Employers have access to artificial intelligence language tools (“AI”) that help generate and enhance job descriptions and AI may have been used to create this description. The position description has been reviewed for accuracy and Dice believes it to correctly reflect the job opportunity.