Senior Technical Recruiter, Machina Labs

• We’re looking for someone who has recruited deeply technical talent in-house, knows how to run a great search from calibration through close, and can be a strong partner to engineering leaders as we continue building our recruiting infrastructure
• 8+ years of full-cycle recruiting experience, with significant depth recruiting software and other highly technical talent
• At least 4 years of in-house recruiting experience, ideally within a high-growth startup or similarly fast-moving technical environment
• Demonstrated success recruiting senior software engineers and specialized talent across areas such as AI/ML, data, infrastructure, platform, or robotics
• Strong technical fluency and the ability to understand nuanced engineering profiles and adjacent talent markets
• Excellent sourcing and market-mapping skills, with a track record of engaging and closing passive candidates
• Strong hiring-manager partnership skills. You can bring structure to an ambiguous search, push back constructively, and use market evidence to drive better decisions
• Experience running disciplined recruiting processes, including profile calibration, structured interviewing, debriefs, pipeline management, and ATS hygiene
• Data-minded and able to use funnel performance, sourcing effectiveness, and market feedback to inform recruiting strategy

Desirable

• This is a senior individual contributor role on a small, highly collaborative Talent team
• Technical hiring will be your primary focus, but we operate as one team and flex across priorities as the needs of the business change
• You’ll need to be equally comfortable mapping a difficult talent market, challenging an overbuilt profile, managing a disciplined search process, and closing a candidate with multiple options
• Own full-cycle recruiting for software engineering, AI/ML, data, infrastructure, and other highly technical roles, from senior IC through leadership levels
• Partner closely with engineering leaders to translate business and technical needs into clear, realistic candidate profiles and search strategies
• Lead profile calibration, including defining must-haves, tradeoffs, target talent pools, and what success looks like before a search launches
• Build thoughtful market maps and proactive pipelines for hard-to-find technical talent rather than relying solely on inbound applicants
• Use market data and candidate feedback to help hiring managers recalibrate when the market does not support the initial profile
• Drive a consistent, high-quality recruiting process, including recruiter screens, interview plans, scorecards, debriefs, pipeline management, and candidate communication
• Maintain strong operating discipline and data quality within our ATS, using funnel data and market insight to identify where searches are working or getting stuck
• Contribute to improving how we recruit as we scale, including processes, tools, reporting, talent pipelines, and hiring-manager practices
• What Success Looks Like
• Our most difficult technical searches have clear profiles, thoughtful market strategies, and strong pipelines
• Engineering leaders view Talent as a partner who improves both the quality and speed of hiring
• Candidates experience a thoughtful, responsive, high-quality process
• Search and funnel data are clean enough to understand what is working and where we need to adjust
• The recruiting team becomes more scalable and consistent as the company grows