Technical Recruiter (Engineering)

About the role

CloudPeak hires around fifty engineers a year and we would like to stop paying agency fees to do it. The People & Talent team is six people; this role owns the engineering funnel entirely — sourcing, process design, hiring manager coaching and the offer conversation.

Our engineers are involved in hiring and have opinions about it, which is a gift and an obstacle. Part of this job is holding a consistent bar and a humane candidate experience across nine hiring managers who each think their loop is the good one.

The market context matters here: we compete for the same people as the banks and the trading firms, we cannot match their cash, and our honest advantages are the technical work, the funded certifications and a team people stay in. Selling that accurately is the skill.

What you'll do

• Own end-to-end recruitment for engineering, from role definition through to offer acceptance and start date.
• Source actively — outbound, referrals and community — rather than waiting on inbound applications.
• Redesign interview loops with hiring managers so they test what the job actually needs and finish in under three weeks.
• Coach interviewers, run debriefs, and keep the bar consistent when someone wants to lower it for one candidate.
• Run the offer conversation, including the counter-offer situations that come with hiring in this market.
• Report on funnel health honestly: time to hire, pass-through rates, offer acceptance, and where we lose people.

What we're looking for

• Five or more years in technical recruitment, with in-house experience rather than agency alone.
• You can hold a credible conversation with a backend engineer about what their team actually does.
• Track record of direct sourcing in the Hong Kong technology market.
• Native Cantonese and business English — candidates switch mid-sentence and so should you.
• ATS discipline: clean data, timely updates, and candidates who are never left waiting a week.

Nice to have

• Employer branding or careers-content experience.
• Experience hiring for visa-sponsored roles and IANG-holder pipelines.
• Familiarity with structured interviewing and hiring-bar frameworks.

What you get

• Quarterly hiring bonus on top of base
• Medical and dental cover for the family
• MPF employer top-up to 9%
• 20 days annual leave, rising to 25
• Hybrid working with two days a week on site