Confidential client — a Series B physical-AI company (51-200 employees) building systems that automate repetitive visual tasks in factories. 

Since inception, the company has deployed 1,000+ mission-critical systems across 190+ of the world's leading manufacturers' production lines; every year, $15B worth of products go through its AI inspection system to ensure quality. 

Full-Time, 

In-person, Milpitas, CA. 

Experience: 2-5 years. 

Salary: $120,000-$150,000/yr. 

Visa sponsorship: H-1B.

About the Role: Hiring a Technical Recruiter to run full-cycle hiring for active technical reqs: robotics, ML, embodied AI, perception, and simulation engineering. You will report to the newly hired Head of People, who is taking ownership of the function and onboarding alongside you over the next 2-3 weeks. This is an executor IC seat, not a function-owning role — the Head of People owns strategy, planning, and function ownership; you are responsible for shipping hires against a playbook.

What You'll Own:

- Run full-cycle recruiting across active technical reqs: sourcing, screening, interview coordination, and closing

- Write custom outbound for the hardest technical roles (ML, embodied AI, sim, robotics, perception) to reach candidates who are not on the open market

- Partner with hiring managers to calibrate rubrics, run debriefs, and hold the bar across the loop

- Own candidate experience end-to-end in Ashby: clean pipelines, fast scheduling, structured scorecards

- Partner with the Head of People and Finance on offer construction and closing

- Support GTM hiring (Sales, CS, Solutions, AE roles) as the team grows

- Operate as a strong IC inside a small team, learning from the Head of People on harder calls

Company stage: Series B. Work type: In-person (Milpitas, CA).

Requirements

Must-Have

1. 2-5 years of full-cycle technical recruiting experience at a startup or tech company
2. Personally closed engineering hires at a high-growth tech company
3. Strong experience with Ashby (or comparable ATS) and structured interview processes
4. Ability to explain tradeoffs and candidate read-outs clearly to hiring managers
5. Comfortable operating in ambiguity and at the pace of an early-stage company. Not jumpy in past roles.

Nice-to-Have

• Robotics, hardware, applied AI, or deep-tech recruiting experience
• GTM recruiting exposure (Sales, CS, Solutions Architect, AE, BDR)
• Technical fluency: comfortable holding a 30-min conversation with an engineer about their work
• Prior experience at a Series A or B startup that scaled past 100 employees