About the Company

Lateral stands for technology excellence.

We’re a profitable, award-winning design and technology company with over 20 years of experience launching bold ventures and transforming businesses. A globally distributed team of 200+ experts united by a shared purpose: the continuous pursuit of quality.

Our clients come to us for results, quality and craft - and stay because we keep raising the bar.

We do things differently at Lateral

Our mission is simple: design and build great products.
What sets us apart isn’t just the talent of our team - it’s the way we work:

We Have A Bias For Action & Results.

We are doers - we spot the gaps, connect the dots, anticipate what’s around the corner and take action. We move fast, stay focused, and let the results - not the effort - speak for themselves.

We Work On Time, On Budget, On Quality

Discipline is our edge - a commitment we make to each other, to our clients, and to the standards we hold ourselves to.

We Care Deeply. 

We care about our work and about each other. Care Is A Competitive Advantage.

Every detail matters. Every design, every line of code, every decision. Thoughtful by default.

We Do Things Right - Because It’s the Right Thing to Do

Right over easy. Integrity isn’t up for negotiation. We hold the bar high even when no one’s watching. We take pride in doing great work the right way - not the easy way.

We Keep Improving

The best teams keep improving and we’re never done learning.

We iterate. We reflect on what’s working and what’s not. Feedback fuels us, we receive it openly, and adapt quickly. Progress over perfection. 

We’re Obsessed With Agility, Not The Agile Manifesto

We don’t chase dogma or rituals - we chase momentum. We adapt processes to fit problems, not the other way around.

We Take Ownership
Everyone leads something here. You will have room to run with ideas, and the trust to execute. That trust is built on how you show up: thinking things through, sweating the details, and following through.

What You’ll Do 

As a Tech Recruiter at Lateral, you will:

• Own full-cycle recruitment across Eastern Europe markets (from sourcing to close) with a focus on high-quality technical talent across front-end, back-end, AI/ML, design and QA roles

• Build and lead searches with a hunter’s mindset: 80% of your impact will come from active sourcing, not passive screening

• Actively hunt for exceptional front-end and back-end engineers using creative outreach, market research, and direct sourcing

• Operate without reliance on inbound applications, recruiting coordinators, or sourcing tools

• Partner deeply with hiring managers to shape ideal candidate profiles and calibrate what "great" actually looks like

• Calibrate and coach interviewers to evaluate consistently, thoughtfully, and maintaining Lateral’s high talent bar

• Establish lightweight processes that improve speed, clarity, and signal without sacrificing quality

• Own the full candidate experience from first touch to signed offer and ensure a smooth, high-integrity process throughout

• Proactively improve how we attract talent and build our brand: craft job ads, enhance candidate communication, suggest brand campaigns, and refine hiring practices

• Provide clear, regular recruiting reports so partners always know where things stand

• Help deepen Lateral’s strong and growing presence in Romania (home to many of our engineering talent) while also taking the lead in expanding into new Eastern European markets

• Move fast where needed, but with a bias toward long-term quality: we’re building a world-class team

How We Measure Success In This Role

In your first 2 weeks

• You’ve reviewed and assessed our active hiring needs and current recruiting processes

• You have a clear understanding of the Lateral talent bar

• You’ve begun sourcing strong technical candidates

• You’ve participated in at least one interviewer calibration session

In your first 3 months

• You’ve closed at least one hire from your own outreach

• You’ve independently filled the top-of-funnel for multiple roles (frontend/backend) with quality candidates

• You’ve meaningfully improved the efficiency and consistency of our interview process

• You’ve built a repeatable approach to uncovering and engaging passive talent

After 3+ months

• You’re running full-cycle searches across Eastern Europe, delivering quality hires through direct sourcing

• You’ve created self-sustaining recruiting systems that work even without recruiting operations teams, or tooling

• You’re recognized internally as a go-to partner for spotting and closing hidden technical talent

• Your compensation reflects your impact and is tied in part to the quality and retention of hires you bring in.

What We’re Looking For

We’re seeking a highly autonomous recruiter who blends grit, craft, and intuition. You’ll thrive in this role if you bring:

• 5+ years of experience in full-cycle tech recruiting, with a focus on outbound sourcing over inbound screening

• Strong track record of hiring both front-end and back-end engineers from passive candidate pools

• Deep knowledge of the Eastern European talent market

• High autonomy: you’ve recruited in lean teams or early-stage environments where you owned it all: sourcing, scheduling, closing

• Proven ability to recruit without fancy tools, coordinators, or pre-built processes

• Strong sourcing skills: you know how to research, engage, and win over top-tier talent who aren’t applying

• Strong sense of ownership and proactivity: you suggest improvements, test ideas, and evolve how recruiting gets done

• Intuition for quality: you know what good looks like, even when it’s unconventional

• Clear, human communication and a high-integrity approach to candidate experience

• A drive to build, improve, and raise the bar

Bonus points for:

• Track record of success in incentive-based recruiting models tied to quality and impact

• Experience helping build out a recruiting function from scratch.

• Experience using TeamTailor ATS

Why You’ll Love Working Here

• Real Impact: You’ll work on meaningful products that make a measurable difference - from healthcare and commerce to sustainability and next-gen tech.
  
  

• Remote-First, Office Friendly: Work from wherever you’re most productive - whether that’s your home, a co-working space, or one of our offices. We’re a remote-first company, but if you’re near an office, you’re welcome to drop in, collaborate in person, or work onsite regularly.
  
  We prioritize async collaboration, respect your time zone, and focus on outcomes over hours.
  
  

• An Outstanding Team: Talented, kind, and hard-working people who care deeply about their craft - and about each other. No egos. No politics. Just professionals doing their best work.
  
  

• Growth: You’ll be supported in growing your craft, exploring new paths, and stepping into greater responsibility - at your own pace.
  
  

• A Culture of Excellence: We care deeply about doing the right thing - for our clients, our team, and ourselves. No burnout. No crunch. Just high-quality work, delivered sustainably.
  
  

• Variety & Stability: We’re profitable, independent, and over a decade strong. Yet every project brings a fresh challenge. You’ll never be bored here.

This Role Might Not Be for You

We want to respect your time by being clear about what this role isn’t. You should skip this opportunity if:

• You prefer well defined structure. If you gravitate towards a clear hierarchy, well defined roles and swim lanes, you may find our self-managed style challenging.
  
  

• Distributed work isn’t your thing. If you find async communication, design documentation and being proactive without a manager nearby difficult, our setup won’t suit you.
  
  

• Feedback doesn't excite you. We’re obsessed with quality and believe in continuous improvement. That means we give feedback that’s sometimes nitpicky. If refining the work until it’s excellent feels over the top, you are likely going to find working here frustrating.
  
  

• Change makes you uncomfortable. We’re scaling and maturing. That means not everything is perfect yet. Priorities shift. Processes evolve. If ambiguity is uncomfortable, this may feel bumpy.
  
  

However, If this sounds like fuel, we’d love to talk!

How to apply and what to expect in the interview process

Our hiring process is structured as a sequence of steps. Moving forward is based on how well the previous step goes. This helps us stay focused, fair, and respectful of everyone’s time.

We will always:

• Let you know clearly what the next step is

• Share updates and feedback wherever possible

• Invite questions if anything feels unclear

Not everyone progresses through every stage. That doesn’t mean you’re not great at what you do. Sometimes it’s about timing, team fit, or simply what we’re looking for at the moment.

Step 1: Express Your Interest

If this sounds like your kind of team and you’re ready to bring your craft to Lateral, we want to hear from you.

Please send us:

• Your resume

• A short note about what excites you about this role

We review every application with care. If there’s a fit, we’ll reach out to schedule next steps.

Step 2: Talent Partner Conversation

Purpose: A structured discussion with our People Experience team to delve into your career trajectory, motivations, and alignment with Lateral's values.

What to Expect:

• In-depth questions about your recruiting career and what’s shaped your approach

• Exploration of your goals and how this role fits into them

• Reflections on what motivates or demotivates you in your work

• Discussion of our company culture, compensation, availability, and logistics

Preparation Tips:

• Reflect on pivotal moments in your recruiting journey

• Be ready to discuss your approach to sourcing, calibration, and stakeholder management

• Familiarize yourself with this job description, Lateral's values, and our hiring principles

Step 3: Role related interview

Purpose: Assess your practical recruiting skills, especially around sourcing, process design, and candidate assessment.

Format: A collaborative conversation with a recruiter or hiring leader on our team, focused on real-world scenarios.

What to Expect:

• Exercises or prompts related to sourcing hard-to-find candidates, evaluating pipelines, or refining job briefs

• Discussion around tools, systems, and tactics you’ve used (or built) to run lean, high-quality searches

• Examples of how you’ve balanced speed and quality in previous roles

Preparation Tips:

• Be ready to walk through past searches, how you approached them, what worked, what didn’t

• Think about how you evaluate talent beyond resumes, and how you create structure in ambiguous recruiting setups

Step 4: Operational interview

Purpose: Understand your approach to prioritization, working independently, and evolving recruiting systems in lean environments.

What to expect:

• How you manage and prioritize multiple concurrent searches

• How you improve processes even without dedicated tools or ops support

• How you handle feedback, blockers, shifting requirements, or market changes

Preparation Tips:

• Choose 1-2 high-impact searches or projects you've led

• Walk through your workflow: sourcing, reporting, managing expectations, iterating processes

• Reflect on what makes you productive without relying on tools or coordination help

Step 5: Reference Checks

Purpose: We believe references are about understanding, not just validation. We do not look for perfection, but to understand patterns, strengths, and context. We use them to learn how to support you best.

What to Expect: we’ll ask you for 2–3 people who’ve worked closely with you. These are often: former managers, senior peers or collaborators, mentors or people you've mentored.

What we ask: We focus on how you’ve grown, where you shine, how you like to be led, and what support sets you up for success. We want practical advice for making this a great fit for you.

Yes, we do backchannels too: We do this when we feel we need more context. We will check with you if there are folks we should avoid reaching out due to confidentiality or other reasons. And here’s our commitment: if anything surprising or unclear comes up in a backchannel, we’ll bring it directly to you. We believe in “no stories without you in the room.” You’ll always get the chance to share your side, context, or clarification.

Step 6: Offer

What Happens: If selected, you'll receive a comprehensive offer detailing compensation, and other pertinent information.

Our hiring process is designed to be thorough yet respectful, ensuring a mutual fit. We encourage candidates to engage actively, ask questions, and view this as a two-way exploration.

Join us and let’s build something extraordinary.