Lead Recruiter

The Nuclear Company•Columbia, SC

About The Position

The Nuclear Company is hiring its first dedicated recruiting professional to build the talent acquisition function and hire the people needed to develop the company. The Lead Recruiter will recruit engineers, project and construction leaders, regulatory and licensing specialists, supply chain and finance professionals, and corporate team members in competitive, specialized talent markets. The role partners with executives and other leaders on hiring priorities and serves as a hands-on recruiter for senior, critical, technical, and project leadership searches. As the company grows from a founding team to hundreds of employees, this person will establish recruiting tools, processes, and workflows; determine when and how to grow the recruiting team; and hire, manage, and coach future team members. The role also builds talent networks and external relationships, advises hiring managers on market conditions and hiring timelines, represents the company to candidates and at industry events, and guides candidates through offers and onboarding. Recruiting work may involve a regulated industry, security clearances, background screening, and export-control considerations. The company expects employees to use AI, technology, and its Nuclear Operating System to improve work quality, speed, decision-making, and processes. Its stated values are Transparency, Responsibility, Unity, Scrappy, and Tenacity, with trust as the foundation of its safety culture. The estimated starting salary is $118,000–$140,000 annually, paid biweekly; the actual offer may vary based on factors including experience, qualifications, skills, and geographic location.

Requirements

At least 8 years of recruiting experience, including significant full-cycle, in-house recruiting for technical, engineering, or project-based organizations.
Experience in the nuclear industry or a closely related field such as utilities, power generation, EPC, defense, national laboratories, or another regulated, safety-critical industry, with the ability to speak credibly with technical candidates.
Experience implementing or optimizing recruiting tools and processes; experience building a talent acquisition function from the ground up or scaling one through major growth is especially relevant.
Demonstrated success hiring senior leaders and hard-to-find technical talent in competitive markets.
Strong sourcing skills and an activatable network, with a preference for direct outreach over passive postings.
Experience in a startup, new venture, or fast-growing company and the ability to scale hiring quickly as the business grows.
Comfort with ambiguity, speed, and shifting priorities.
Excellent communication and influencing skills, with credibility advising both executives and candidates.
Bachelor’s degree or equivalent experience.

Nice To Haves

Direct recruiting experience for nuclear developers, reactor vendors, utilities, or large capital projects.
Experience supporting joint ventures, carve-outs, or companies backed by private equity or institutional investors.
Experience recruiting for large-scale construction, infrastructure, or project delivery workforces.
Familiarity with security clearance processes, export-control requirements, or NRC-related qualification requirements.
Prior experience building and leading a recruiting team, including hiring, managing, and developing recruiters.
Willingness to travel to project sites, offices, and industry events.
Hands-on experience with AI-enabled recruiting tools and automation.

Responsibilities

Partner with the executive team and other leaders to understand hiring priorities, timelines, and desired candidate profiles.
Recruit directly for senior and critical roles, including technical and project leadership searches, while maintaining pipelines for experienced and early-career hires.
Create a plan for growing the talent acquisition function, including when to add recruiters, coordinators, and sourcers and how to onboard and develop the team.
Build the talent acquisition foundation, including the recruiting technology stack and workflows connecting it with HR, Finance, and Legal systems.
Hire, manage, and coach future recruiting team members as the company grows.
Proactively source scarce nuclear talent; activate and grow a professional network and build relationships with universities, military transition programs, professional associations, and specialized search partners.
Present the company’s story to candidates, positioning its startup pace, global investor backing, and energy mission.
Advise hiring managers on talent market conditions, realistic timelines, and candidate attraction and closing strategies.
Guide candidates through a strong, personal experience from first conversation to signed offer and close hard-to-win talent.
Work with HR, Finance, and Legal on compensation, offers, relocation, and onboarding.
Navigate regulated-industry considerations, including security clearances, background screening, and export controls.
Represent the company at industry events, conferences, and hiring fairs.