A senior technical recruiter has a solid understanding of the technical skills, tools, frameworks, and languages that are relevant for the roles they are hiring.

The areas of responsibilities/skills for the Technical Recruiter include:Review. Successfully review job descriptions in to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s). This is by far the most important skill a technical recruiter needs.Understand technology, technical roles and technical skills. Learn and evaluate your technical skillsIdentify. Sourcing and uncovering candidatesScreen. Ascertaining the competence of candidates against a technical job descriptionInterview. Meeting candidates in person, telephone, or video conference etc to assess their qualificationsFollowing up. Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruitersPresent. Showing or offering candidate resume to hiring managers to scrutinize or considerThe end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etcTechnology knowledge – Ability to understand technology and to keep abreast of technology trends at client company. See more on technology knowledgeConfidence – The ability to be comfortable in who one is. If you don’t know the know it, learn it and do not try to fake it. It may be off-putting to your candidate when you try to fake technical knowledge.Maturity – Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience.

Selling products and services using solid arguments to prospective customers.Performing cost-benefit analyses of existing and potential customers.Maintaining positive business relationships to ensure future sales.