Senior AI Recruiter

What You’ll Do

• Own full-cycle recruiting for the AIMS team, including AI/ML engineers, research engineers, digital twin specialists, generative CAD engineers, computer vision engineers, and data engineers
• Build sourcing strategies from scratch, including target company lists, referral networks, talent maps, and multi-channel outreach
• Develop pipelines that are not dependent on inbound applicants or obvious LinkedIn searches
• Partner with hiring managers through intake, calibration, candidate review, interview process management, offer strategy, and closing
• Translate role requirements into clear candidate profiles, outreach strategies, and interview plans
• Present candidates with context, not just resumes, so hiring managers understand the signal, tradeoffs, and potential fit
• Create a candidate experience that reflects the quality of the team: proactive, transparent, personal, and high-signal at every stage
• Provide market intelligence that helps the team make faster, better hiring decisions
• Identify where searches are blocked, diagnose root causes, and adjust strategy quickly
• Maintain clear communication and search visibility without creating unnecessary process burden for the hiring team

What You’ll Need

• Bachelor’s degree required
• 3–10 years of full-cycle recruiting experience, ideally in a high-growth or startup environment, including exposure to AI, ML, data engineering, research, infrastructure, robotics, simulation, or similarly complex technical roles
• Strong technical curiosity and the ability to understand what makes one technical candidate stronger than another
• Proven ability to build pipelines for roles where the talent pool is small, specialized, and highly competitive
• A sourcing methodology that goes well beyond LinkedIn and inbound applicants
• Strong instincts for quality, signal, and fit in candidate profiles
• Comfort pushing back when the bar drifts, the process breaks down, or the search needs recalibration
• Ability to operate independently, move searches forward, and reduce cognitive load for hiring managers
• Clear, concise, high-signal communication with candidates, hiring managers, and the broader recruiting team
• Strong closing instincts and comfort navigating competitive offer situations
• Curiosity, ownership, creativity, and resilience in hard searches

Compensation includes equity and benefits.