Senior Technical Recruiter
New
J
JobgetherAI compute, semiconductor
Based in United StatesFull-TimeSenior
Salary not disclosed
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Job Details
- Experience
- 7+ years of full-cycle recruiting experience
- Required Skills
- Market Research
Requirements
- Have 7+ years of full-cycle recruiting experience, preferably in semiconductor, AI, high-performance computing, or another highly technical engineering environment.
- Demonstrate recruiting experience across multiple engineering disciplines, particularly ASIC, semiconductor, silicon, or hardware.
- Have experience recruiting Software, Systems, Infrastructure, or comparable engineering talent.
- Be able to recruit for non-engineering functions, including Operations, Sales, Product, Finance, and HR.
- Have a strong technical understanding of ASIC design, design verification, microarchitecture, hardware, systems software, and AI infrastructure.
- Have experience recruiting across seniority levels, from early-career professionals to Staff and Principal engineers, managers, directors, and executives.
- Demonstrate passive sourcing, talent mapping, market research, and competitive intelligence capabilities.
- Have experience partnering directly with senior engineering leaders and hiring managers.
- Be able to recalibrate hiring requirements constructively when market data indicates a profile is too restrictive.
- Have strong offer management, negotiation, and candidate-closing skills.
- Be organized, analytical, adaptable, and comfortable managing a significant requisition portfolio.
Responsibilities
- Own full-cycle recruiting across technical engineering and business functions.
- Partner with hiring managers and senior leaders to define role requirements, interview processes, and search strategies.
- Build sourcing strategies and targeted pipelines, with a focus on passive candidates.
- Conduct talent mapping across semiconductor, AI infrastructure, computing, networking, software, and adjacent technology ecosystems.
- Screen candidates for technical or functional alignment, motivations, compensation expectations, location requirements, and fit.
- Manage candidates from outreach and interviews through offer negotiation, closing, and pre-onboarding.
- Use funnel performance, candidate feedback, and market intelligence to calibrate candidate profiles with hiring teams.
- Provide leadership with insights on talent availability, compensation trends, competitor activity, and candidate sentiment.
- Monitor recruiting velocity, pipeline quality, and process bottlenecks across concurrent searches.
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