Autonomy Engineering Recruiting Manager

Nuro•Mountain View, CA

17h

About The Position

Nuro is seeking a hands-on recruiting manager to build the engineering team behind Nuro Driver, the organization that develops foundational, end-to-end models for their autonomous driving system. This role involves leading a team of 4-5 recruiters and personally managing critical searches in areas like ML, autonomy, systems engineering, and controls. The position requires close collaboration with engineering leaders and the co-CEO, with a significant portion of time dedicated to both team management and direct search execution. The goal is to build the recruiting function for a leading engineering organization in the autonomy space, focusing on high talent density and strategic hiring.

Requirements

7+ years in technical recruiting.
At least 3 years of experience hiring for ML, robotics, autonomy, or similarly specialized engineering talent.
2+ years of experience managing recruiters, ideally while still conducting searches.
Working understanding of the Autonomy or ML talent market, including key talent motivations and compensation practices.
Technical fluency to engage in credible conversations with software engineers and research scientists.
Data-first approach with a strong understanding of funnel metrics and their implications.
Strong judgment in competitive candidate closes.
Desire to build a partnership with engineering leaders, advising on hiring processes, pitching, and maintaining a high talent bar.

Nice To Haves

Experience at an AV, robotics, ML, or frontier AI company.
Experience hiring Staff, Principal, and Director+ level engineers.
Experience using outside-the-box thinking to solve recruiting challenges.

Responsibilities

Develop and execute hiring strategies for Nuro Driver across ML, autonomy, systems engineering, controls, and localization.
Lead key-hire searches personally, from sourcing to closing.
Manage, coach, and develop a team of 4-5 recruiters, overseeing workload and performance.
Create and manage quarterly hiring plans aligned with engineering priorities, including capacity, timelines, and tradeoffs.
Track and report on pipeline and funnel metrics weekly with engineering leaders.
Partner with engineering directors, VPs, and the co-CEO to define role scope and identify talent pools.
Map the market for niche skill sets within autonomy and ML.
Coach recruiters on sourcing, technical screening, and mission selling.
Calibrate with hiring managers on interview processes and decision speed.
Build trusted reporting on pipeline health, conversion rates, time to offer, offer acceptance, and source quality.
Collaborate with Total Rewards on offer strategies for competitive roles.