Technical Recruiter, Normal Computing

• 4+ years of full-cycle technical recruiting, including direct experience recruiting ASIC, silicon, or semiconductor engineers: RTL, DV, physical design, architecture, or adjacent roles
• A track record of closing senior engineers against competing offers: you know how to sell equity, risk, and conviction, not just a comp number
• Technical literacy across the deep-tech landscape: EDA software, AI silicon, and custom ASIC development — you can hold a credible intake conversation with a chip architect
• Advanced fluency in Ashby (or comparable ATS) for candidate tracking, reporting, and process automation
• Operational excellence: low ego, comfortable with ambiguity, and able to move real work forward at the volume of a scaling startup

Desirable

• Recruiting silicon talent is a specialist's craft: the candidate pool is small, every strong architect and DV engineer is fielding multiple offers, and the people you're hunting can smell a recruiter who doesn't know what a tapeout is
• As our Technical Recruiter, ASICs, you will own full-cycle recruiting for Normal's silicon organization: architects, RTL and DV engineers, physical design, bring-up, and the research-adjacent roles that sit beside them
• You will partner directly with hiring managers who are themselves deep technologists, source candidates who aren't looking, and close people who have every option. This is a seat on a small talent team where your searches directly determine whether a chip tapes out on schedule
• Full-Cycle Recruiting: Manage the end-to-end recruitment process for senior hardware, ASIC, and silicon architecture roles from intake through close, flexing to AI, software, and EDA searches as priorities shift
• Strategic Sourcing: Identify and engage top-tier talent in unconventional silicon architecture, design verification, and systems architecture: people who are rarely on the market and need a reason to talk
• Engineering Partnership: Act as a strategic partner to engineering hiring managers, aligning on candidate qualifications, technical bars, and calibration as searches evolve
• Process Discipline: Run the WHO Method for talent calibration and maintain high-efficiency interview loops, targeting 4-5 rounds maximum so great candidates don't die in process
• ATS Ownership: Maintain impeccable data hygiene and pipeline flow in Ashby: clean stages, honest statuses, reporting the team can trust
• Brand Ambassadorship: Represent Normal Computing at industry events like DAC, engaging specialized candidates in the rooms where they actually gather