Technical Recruiter, Cyber Security (Contract)
Blockchain intelligence company providing tools to detect, investigate, and manage crypto-related fraud, financial crime, and compliance for institutions and government agencies.
Maintainer signals as of 8/29/2026
Funding history
Investors
About TRM Labs
TRM Labs provides blockchain intelligence for investigations and compliance, offering products such as forensics, wallet screening, entity screening, transaction monitoring, and APIs. It serves financial institutions, crypto businesses, and public sector agencies to trace funds, assess risk, and build cases across digital assets.
Skills
Candidate Availability
Required and preferred rules are kept separate and reflect the wording in the original posting.
About the Role
Manage end-to-end recruiting for cybersecurity roles at TRM Labs, including sourcing, outreach, candidate experience, hiring-manager partnership, recruiting metrics, and process improvement.
Requirements
- 5+ years of recruiting experience in high-growth US-headquartered tech startups.
- 2+ years of technical recruiting experience within cybersecurity companies.
- Experience hiring hard-to-fill roles using sourcing tools, market research, and personalized outreach.
- Ability to analyze recruiting metrics, conversion rates, and market data.
- Flexibility, curiosity, and tolerance for change in a fast-paced environment.
- Exceptional communication and stakeholder-management skills.
- Persistence and a results-oriented approach to passive-candidate outreach and ambitious targets.
Responsibilities
- Build a high-velocity recruiting engine to identify and recruit top talent.
- Manage the full recruiting lifecycle across roles and teams.
- Create positive candidate experiences throughout the hiring process.
- Develop creative sourcing strategies to build a diverse and exceptional team.
- Continuously improve recruiting processes and hiring efficiency.
Benefits
- Equity plan
- Remote work options
- Flexible working hours
Hiring Process
Within 72 hours, schedule the intake meeting, open the position in the ATS, post the description, design the interview process, and configure the interview plan. Within the first week, conduct 5-10 recruiter screens and the first hiring-team calibration sync. Two weeks after initial interviews, analyze pass rates and conversions, share recommendations, and continue monitoring and adjusting until the role is filled.