Senior AI Recruiter
Dedicated full-cycle recruiter for an elite AI/ML research and engineering team. Own end-to-end searches for specialized technical roles, build pipelines from scratch, and partner closely with hiring managers in a high-growth startup.
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.
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