Early Career & University Relations Recruiter

Description

The company builds AI-driven systems that let robots adapt, learn, and work in real-world settings, helping close the shortage of skilled labor and changing how industries operate.

Its approach combines perception, reasoning, and control to produce field-ready AI that is risk-aware, dependable, and improves through real-world use.

The team is made up of intelligent, humble, driven people who tackle hard problems together.

This role leads the strategy and day-to-day running of early talent programs, building pipelines of emerging engineering and technical candidates to support ongoing growth.

Working with the Manager, Talent Acquisition, you will find the universities, programs, and relationships that can become long-term sources of strong hires.

Responsibilities

• Set a targeted plan for the universities and technical programs the company focuses on, favoring schools strong in robotics, AI and ML, computer science, mechanical engineering, electrical engineering, and related fields.
• Cultivate lasting ties with professors, research groups, faculty, career offices, student groups, and engineering societies.
• Plan campus activity such as career fairs, technical lectures, research collaborations, student events, lab visits, and involvement from engineering leaders.
• Find inventive ways for engineers and technical leaders to form real connections with students and faculty.
• Grow relationships past recruiting so the company becomes a go-to place for top robotics and AI people.
• Run full-cycle hiring for interns, co-ops, and early career hires, from first outreach to accepted offer.
• Reach out to promising students proactively rather than depending mainly on applications and career fairs.
• Create candidate pools and pipelines in advance of open roles.
• Work with hiring managers to set evaluation steps for early career candidates that are efficient and consistent.
• Make the candidate experience match the company's quick-moving, teamwork-focused, deeply technical environment.
• Design and run a structured internship and co-op program offering students substantial, high-impact work.
• Agree on projects, mentoring, expectations, and success measures with managers before interns start.
• Set up sessions that introduce early talent to the company's technology, leadership, and wider business.
• Manage how interns and co-ops move into full-time roles, spotting strong performers early and opening paths to permanent positions.
• Collect ongoing feedback from interns and managers to refine the program.
• Raise the company's profile in university, robotics, AI, and engineering communities.
• Work with marketing and technical leaders on content and campaigns that show the technology, people, and engineering challenges.
• Enable employees to act as technical ambassadors through talks, university events, research groups, and student organizations.
• Find fresh ways to set the company apart from larger technology and robotics firms chasing the same candidates.
• Track how well events, partnerships, sponsorships, and other university spending perform.

Requirements

• You have 3+ years working in university recruiting, early careers, university relations, or technical talent programs.
• You have helped build or substantially scale an early careers or campus recruiting program.
• You have a track record of building relationships with universities, faculty, research labs, career centers, and student groups.
• You have recruited technical people, ideally for robotics, AI and ML, software, hardware, or engineering roles.
• You can run programs from planning through hands-on delivery.
• You use recruiting data and market research to decide where time and budget should go.
• You manage stakeholders well and can influence and work alongside technical leaders.
• You do well in a high-growth setting where programs are still taking shape and priorities may change fast.
• You are willing to travel to universities, conferences, and recruiting events as needed.

Benefits

• Free lunch every day.
• Flexible PTO, taken when you need it.
• Comprehensive medical, dental, and vision coverage.
• 6 weeks of fully paid parental leave, plus an additional 6, 8 weeks for birthing parents (12, 14 weeks total).
• 401(k) retirement plan through Empower.
• Generous referral bonuses for bringing new people onto the team.