Recruiter

Description

The company builds AI platforms spanning software models, compilers, hardware and networking, and its engineers designed a high-performance RISC-V CPU from the ground up.

The team is growing and hiring at every seniority level.

You will learn how a hardware company that ships makes hiring decisions, from silicon through go-to-market.

You will learn to judge deeply technical candidates from primary evidence such as tapeout records, code repositories and papers.

You will design interview loops and scorecards that a busy panel will use, and run debriefs that reach a decision.

You will build recruiting process while the systems around it are still being rebuilt, which is a different job from running a mature process.

Responsibilities

• Own each search from the hiring manager intake through to an accepted offer.
• Write the search spec, make the level call, produce the market read, define what the loop tests, and close the candidate.
• Work across hardware, AI software and go-to-market roles.
• Push the hiring team to change a bar when you judge it to be wrong, with direct influence over that change.
• Cover a shifting mix of roles; in a given quarter that could mean silicon design and verification, compiler and ML framework engineers, and a go-to-market leader.
• Reach a defensible view in areas you do not know well: decide what to ask, whose judgment to rely on, and which conclusions you will leave alone.

Requirements

• Form your own view of candidates by reading what they built, shipped, taped out or carried, and state which parts of a profile fall outside your judgment and how you would settle them.
• Share unwelcome news with hiring managers early rather than working around it.
• Have changed a hiring bar using evidence, without formal authority over the decision.
• Be comfortable being the least expert person in the room while still giving a read people can act on.
• Fix what an interview loop tests when it fails, not only how the loop is run.
• Have owned end-to-end searches from intake to accepted offer in more than one domain, technical or go-to-market, with range valued over employer name.
• Have closed senior candidates who held a better-paying offer, and can say what they wanted beyond money.
• Turn a vague hiring need into a written spec with a level call and a stated trade-off, and reopen the must-haves when the level or budget changes rather than quietly lowering the target.
• Track a small set of numbers on your searches and have changed course because of one of them.

Conditions

The company is hiring for both full-time and contract recruiter roles.

This role is remote, and the company hires globally.

Candidates are assessed for the right level during interviews, and the offer will match that level, which may differ from the level in this posting.

Base pay ranges from $100,000 to $177,000; experience, skills, education, background and location all affect the final offer.

The offer depends on eligibility to access U.S. export-controlled technology under the Export Administration Regulations (EAR), including the rules for nationals of Country Groups D:1, E1 and E2, which apply to people inside and outside the U.S. Depending on citizenship or permanent residency, or on the ability to obtain a license from the U.S. Commerce Department or another federal agency, the offer may be contingent. If employment is not possible under these laws, the offer will be withdrawn.

The company is an equal opportunity employer.

Benefits

• A highly competitive compensation and benefits package.
• Equity and a bonus target on top of base pay.