Player/Coach Recruitment Team Lead (Los Angeles in-office or Remote/US)

SecureVision•Remote - US ,

5h•Hybrid

About The Position

SecureVision partners with hundreds of investment-backed tech companies, from seed stage through enterprise, filling roles across Go-To-Market, engineering, and General & Administrative functions. The company's conviction is that the gap between a good hire and a great one is exponential, not marginal, and all talent acquisition solutions are built to be sustainable, predictable, reportable, and scalable. This role involves leading a team of SecureVision recruiters and sourcers embedded with a venture-backed hardware company in Los Angeles that is rapidly scaling its engineering team. The lead will manage their own engineering searches and serve as the day-to-day lead for the team, acting as the primary point of contact for the client's Head of Talent and engineering leaders. The role requires working within the client's systems and culture, including Slack, stand-ups, ATS, and office hours, alongside their internal recruiting team. The SecureVision RPO engine provides support through a delivery lead for performance management and client reporting, a robust sourcing stack, and extensive process and market expertise, aiming to make embedded recruiters significantly more productive than solo internal recruiters.

Requirements

7+ years of full life cycle recruiting experience in a high-growth, fast-paced environment (in-house or agency).
2+ years of experience leading recruiters, either formally as a manager or as a player-coach managing personal requisitions.
Deep experience in hardware engineering recruiting, including electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
Proven ability to build or scale an engineering team through a hiring surge.
Technical fluency to discuss hardware engineering stacks (e.g., PCB design, Altium, embedded C/C++, RTOS, embedded Linux, real-time control software, ROS 2, perception and controls, DFM/DFA, hardware-in-the-loop test) and assess candidate fit.
Expert-level proficiency with LinkedIn Recruiter and a strong track record in outbound sourcing, with a majority of hires sourced rather than applied.
Strong judgment on stage fit, understanding the nuances of hiring engineers from startups versus large organizations.
Executive presence to effectively engage with founders, CTOs, engineering leads, and Heads of Talent.
Client-facing experience, with account management or customer success instincts being a plus.

Nice To Haves

Background at a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company.

Responsibilities

Conduct full life cycle recruiting for hardware engineering roles, including intake, job description optimization, sourcing, screening, interview process design, offer negotiation, and closing.
Manage team performance, tracking weekly pace, identifying and resolving issues before they impact reports, and ensuring recruiters meet quarterly hiring goals.
Coach the team on calibration quality, screening standards, and closing techniques, onboarding new members and ensuring they reach full productivity within two weeks.
Develop and maintain client partnerships through weekly pipeline reviews with the Head of Talent and engineering leaders, shaping req assignments, managing the hiring manager approval loop, and optimizing interview scheduling at volume.
Conduct calibration sessions within the first 48 hours of each new search for both personal and team roles, involving detailed review of candidate profiles with hiring managers.
Ensure a high quality bar by verifying technical depth, stage fit, reference readiness, and candidate identity against role requirements.
Implement ARPO (activity, ranking, process, offer) throughout the recruitment process to identify and mitigate decline risks early.
Collaborate with the delivery lead on reporting, ensuring clean ATS data, weekly metrics, and proactive risk identification with proposed solutions.
Support the client's hiring of internal recruiters and develop a handoff plan for engagement scaling down.