Senior Technical Recruiter - Humanoid Robotics Engineering

Job description

Job responsibilities

• Own full-cycle recruiting for a portfolio of technical positions such as Machine Learning, Autonomy, Teleoperations, Reinforcement Learning, Grasping, Manipulation, Perception, and Robotics Software - from kickoff…
• Run intake meetings that actually pin things down: what the role really needs, what's negotiable, what a strong profile looks like, and how success will be measured in the first year.
• Build and execute a custom sourcing strategy for every search - Boolean, LinkedIn Recruiter, GitHub, research labs and academic networks, conference and publication mining, competitor mapping, and AI sourcing tools.
• Write outreach that gets replies from people who aren't looking, and follow through persistently enough to turn a cold contact into a real conversation.
• Screen for technical depth, motivation, and mission fit before candidates reach a hiring manager, so interview time is spent on people who can genuinely do the work.
• Drive interview loops end to end: scheduling in partnership with coordination support, prepping candidates, collecting debrief feedback quickly, and keeping momentum from slipping.
• Manage offers and closes - compensation and equity conversations, counteroffer strategy, and staying close to candidates between signature and day one.
• Sell Houston. Many of your best candidates will be out of market, and you'll be the one who moves them from hesitant to committed while a dedicated partner handles relocation logistics.

Job requirements

• 5+ years of full-cycle recruiting experience.
• Demonstrated track record of filling highly technical engineering or deep-tech roles across robotics, mechatronics, embedded systems, ML/AI, and related disciplines.
• Expert-level sourcing skills, including Boolean search, LinkedIn Recruiter, GitHub, academic networks, AI sourcing tools, and alternative channels beyond job boards.
• Strong hiring manager partnership skills: conducting effective intake meetings, translating ambiguous requirements into focused searches, and keeping stakeholders aligned.
• Proven ability to engage and close passive candidates through compelling outreach, strong follow-through, and eliciting responses from individuals not actively looking.
• Ability to successfully manage multiple open requisitions simultaneously without sacrificing quality or velocity on any search.
• Confident in handling offer conversations, managing counteroffers, and ensuring candidates progress through to their start date without issues.
• Proven track record of closing out-of-market candidates on relocation by overcoming hesitation, persuasively promoting Houston as a career and lifestyle destination, and supporting candidates’ emotional journey (with…