Senior Manager, Technical Recruiting

Every day tens of millions of people come to Roblox to explore create play learn and connect with friends in 3D immersive digital experiences all created by our global community of developers and creators.

At Roblox were building the tools and platform that empower our community to bring any experience that they can imagine to life. Our vision is to reimagine the way people come together from anywhere in the world and on any device. Were on a mission to connect a billion people with optimism and civility and looking for amazing talent to help us get there.

A career at Roblox means youll be working to shape the future of human interaction solving unique technical challenges at scale and helping to create safer more civil shared experiences for everyone.

About the Role

As a Senior Manager Technical Recruiting you will own the vision strategy and execution of hiring for key technical organizations at Roblox. You will lead and develop a team of technical recruiters treating recruiting as a highly-scalable system that must balance quality velocity and candidate experience at all times.

You will partner directly with senior Engineering and Product leadership Talent Business Partners and People Analytics to build a rigorous data-driven recruiting engine that can flex with changing business priorities while maintaining an exceptionally high bar.

This role reports to a Director Talent Acquisition.

You Will

• Own the technical recruiting strategy for your portfolio aligning it to multi-quarter headcount plans and organizational roadmaps across Engineering.
• Design and evolve the recruiting system (process tools stages SLAs) as a scalable distributed pipeline that can support high volume without sacrificing bar.
• Diagnose hiring pipelines that track funnel health (conversion velocity quality source mix NPS) and use insights to drive decisions with senior leadership.
• Forecast capacity and tradeoffs modeling recruiter and interviewer bandwidth against hiring targets and scenario plans.
• Drive experimentation and automation partnering with People Analytics Recruiting Ops and Tools teams to pilot AI-first and workflow-automation solutions.

Leadership & Team Management

• Serve as a manager of senior ICs leading mentoring and performance-managing a team of technical recruiters and sourcers.
• Develop builders: grow your teams operational expertise data literacy and structured problem-solving skills; create clear leveling expectations and growth paths.
• Set standards for excellence in search strategy candidate experience stakeholder management and data hygiene and hold the team accountable to them.
• Lead change management for new processes and tools ensuring your team and stakeholders adopt them with clarity training and measurable outcomes.

Stakeholder & Cross-Functional Partnership

• Act as a strategic advisor to Directors/VPs in Engineering and Product on hiring strategy leveling org design and bar-raising.
• Partner with Talent Business Partners People Analytics and Compensation to translate business needs into calibrated profiles scorecards and offers.
• Influence and reset expectations with data when needed (e.g. tradeoffs around location level timeline or profile type) while preserving trust and momentum.
• Collaborate with the Employer Brand & TA Events team to shape talent narratives and campaigns targeting specialized and underrepresented talent pools.

Operational Excellence & Candidate Experience

• Ensure predictable high-quality execution across sourcing assessment debriefs and offer processes for all roles in your scope.
• Proactively identify bottlenecks and failure modes (e.g. slow scorecards low onsite-to-offer rate offer declines) and lead systemic fixes.
• Champion a high-touch human-centered candidate experience at scale especially for senior and niche technical talent.
• Hold teams accountable to SLAs and structured interviewing best practices reinforcing bar-raising behaviors through training feedback and calibration.

You Have

• 10 years of progressive experience in Technical Recruiting or Talent Acquisition in fast-paced technology companies.
• 8 years of people-management experience including managing managers and/or senior technical recruiters.
• A track record of building or transforming technical recruiting functions (e.g. launching new domains; scaling from startup to large enterprise).
• Demonstrated data fluency: comfortable building and interpreting funnel reports using data to make tradeoffs and telling compelling stories to senior leaders.
• Deep familiarity with technical disciplines and profiles (e.g. Backend/Frontend Platform Infrastructure Data ML/AI Security) and how to translate business needs i anto clear hiring profiles and scorecards.
• Proven experience leading large complex cross-functional initiatives (e.g. process redesign new assessment models policy implications on recruiting).
• Excellent communication and influence skills with the ability to challenge assumptions reset expectations and drive alignment at Director/VP level and above.
• A builder mindset: you enjoy turning ambiguity into systems documentation and playbooks that help others move faster with higher quality.