Later is the world’s most intelligent influencer marketing company, built to give brands the confidence to create unforgettable campaigns. By combining real creator relationships, trusted intelligence, and expert guidance, Later removes fear and guesswork from one of marketing’s most visible investments. 4B+ in verified influencer-driven purchases—Later helps teams understand what will work before they launch.

By combining trusted insight with expert guidance, Later removes guesswork from influencer marketing, enabling brands to choose the right creators, execute fully managed campaigns, and drive meaningful growth across awareness, engagement, and revenue. Trusted by leading enterprise brands including Nike, Wayfair, Unilever, and Southwest Airlines, Later bridges creativity and performance so campaigns don’t just look good—they deliver results. com .

About this position: We’re looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams that power Later’s next phase of growth. You’ll act as a strategic partner to leaders across R D, designing and executing thoughtful, data-informed talent strategies that attract and close exceptional talent.

You’ll also serve as Later’s anchor in the Boston market—building relationships, strengthening our presence, and representing the company externally. This is a player-coach role with people leadership responsibility and end-to-end ownership of technical hiring outcomes.

Compensation

trends, and recruiting technology Technical/ Execution Own full-cycle recruiting for product, engineering, data, and AI roles across levels, including senior and hard-to-fill positions Develop proactive sourcing strategies including market mapping, referrals, community-based approaches, and outbound engagement Lead offer strategy, negotiation, and closing conversations in partnership with People and Finance, balancing competitiveness and internal equity Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes Team / Collaboration Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making Supervise, mentor, and develop members of the technical talent acquisition team, supporting skill growth and operational excellence Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition Research/Best Practices Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements What success looks like: Business-crit