Principal Technical Recruiter

• Own the complete recruitment lifecycle—from intake and sourcing strategy through offer negotiation and close—for mid to senior-level technical and strategic roles across Product, IT & Strategy.

• Own the complete recruitment lifecycle—from intake and sourcing strategy through offer negotiation and close—for mid to senior-level technical and strategic roles across Product, IT & Strategy.
• Partner deeply with hiring managers, HRBPs, and business leaders to develop tailored hiring strategies aligned to approved headcount plans and workforce priorities
• Maintain a high bar for candidate quality and experience, ensuring every interaction reflects WD's employer brand and values
• Proactively manage requisition loads with urgency and precision, consistently meeting or exceeding time-to-fill, offer acceptance, and quality-of-hire benchmarks
• Navigate ambiguous, fast-moving, and highly specialized talent markets with confidence and adaptability

• Serve as the subject matter expert on talent supply and demand dynamics for your assigned business units, including compensation benchmarking, competitor talent mapping, and skills availability analysis

• Serve as the subject matter expert on talent supply and demand dynamics for your assigned business units, including compensation benchmarking, competitor talent mapping, and skills availability analysis
• Leverage labor market data platforms (LinkedIn Talent Insights, Lightcast, Radford/Mercer) to deliver actionable intelligence to hiring managers and HR partners
• Use data to identify pipeline gaps, forecast hiring outcomes, and drive accountability across the funnel
• Present structured, data-backed hiring updates and market insights to business leaders and TA leadership on a regular cadence

• Function as a trusted advisor and thought partner to senior business stakeholders—including VPs and Directors—on hiring strategy, workforce planning, and talent market realities

• Function as a trusted advisor and thought partner to senior business stakeholders—including VPs and Directors—on hiring strategy, workforce planning, and talent market realities
• Challenge and influence hiring decisions through consultative dialogue, including calibrating role requirements, leveling discussions, and competitive positioning
• Partner with HRBPs and Total Rewards to build compelling, competitive offer packages that win in the current market
• Develop and champion proactive talent pipelines for critical capability areas, reducing dependency on reactive hiring cycles
• Represent TA in business planning conversations and contribute to longer-term workforce strategy initiatives

• Identify, design, and own recruitment programs and process improvement initiatives that elevate the effectiveness and scalability of the Global TA function

• Identify, design, and own recruitment programs and process improvement initiatives that elevate the effectiveness and scalability of the Global TA function
• Lead or co-lead projects such as: hiring manager enablement programs, structured interviewing frameworks, diversity sourcing strategies, candidate experience improvements, or new role intake process design
• Apply project management discipline to TA initiatives—defining scope, milestones, stakeholders, and success metrics—and drive cross-functional execution from ideation to adoption
• Serve as an internal champion for TA innovation, bringing external best practices inside and advocating for changes that improve speed, quality, and equity in hiring
• Document and socialize process improvements to ensure scalability and knowledge transfer across the TA team

• Demonstrate fluency across the modern recruiting technology stack, including ATS platforms, CRM tools, sourcing platforms, and productivity suites
• Actively incorporate AI-powered tools into daily recruiting workflows—including candidate sourcing and outreach personalization, resume screening, market research, job description drafting, and pipeline analytics
• Evaluate and pilot emerging TA technologies; provide structured feedback and recommendations to TA leadership on adoption and integration
• Mentor peers on effective and ethical use of AI and automation in recruiting workflows
• Stay current on developments in recruiting technology, generative AI, and people analytics as they apply to talent acquisition

• You have 8+ years of full-cycle technical recruiting experience and a proven track record placing talent across product, material science, hardware, firmware, software, IT, or corporate strategy disciplines

• You have 8+ years of full-cycle technical recruiting experience and a proven track record placing talent across product, material science, hardware, firmware, software, IT, or corporate strategy disciplines
• You are energized by owning the room with senior leaders—presenting market data, pushing back on unrealistic expectations, and earning a seat at the strategic table
• You see data as your first language —you're not guessing on compensation, pipeline health, or market availability; you're pulling the numbers and telling the story
• You've gone beyond your requisition list to build programs, fix broken processes, or launch initiatives that made your TA team better
• You live in the tools —Workday, LinkedIn Recruiter, sourcing platforms, and AI-assisted workflows are part of your daily rhythm, not occasional experiments
• You thrive in complex, matrixed, global environments where ambiguity is the norm and self-direction is required
• You bring a consultative mindset to every search—understanding the business context behind every hire, not just the job description in front of you

• You'd rather take orders than give counsel —this role requires you to challenge, advise, and influence, not just execute what you're told
• You treat data as someone else's job —if you can't build a pipeline report, benchmark a comp package, or speak to talent market dynamics, this isn't the right seat for you
• You've spent your career working reqs and nothing else —we need someone who sees program ownership and process transformation as core to the role, not a distraction from it
• You're still figuring out what AI tools exist , let alone how to use them—this team moves fast and expects fluency, not curiosity from scratch
• You need a fully defined playbook to operate effectively—ambiguity, shifting priorities, and white-space problem solving are features here, not bugs
• You get uncomfortable pushing back on a VP or a hiring manager—if you default to agreement to avoid conflict, the strategic impact of this role won't be realized
• You think candidate experience ends at the offer —we care deeply about the full arc of every interaction, from first outreach to close, and so should you

• Experience recruiting within the semiconductor, data storage, hardware, or enterprise technology sectors
• Prior agency or executive search background combined with in-house corporate experience
• Exposure to workforce planning, organizational design, or HR business partnering conversations
• Proficiency with platforms such as LinkedIn Recruiter, Beamery, SeekOut, Gem, Tableau, or Power BI

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
• If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
• You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be el