Recruiter

Tenstorrent•Santa Clara, CA

5h•$100,000 - $177,000•Remote

About The Position

Tenstorrent is a leading company in cutting-edge AI technology, aiming to revolutionize performance, ease of use, and cost efficiency. As AI transforms the computing landscape, solutions need to integrate innovations across software models, compilers, platforms, networking, and semiconductors. Our team has developed a high-performance RISC-V CPU from scratch and is passionate about AI and building the best AI platform. We foster collaboration, curiosity, and a commitment to solving complex problems. We are expanding our team and seeking contributors at all seniority levels. We are hiring full-time and contract recruiters who take ownership of searches rather than just filling them. You will manage a portfolio covering hardware, AI software, and go-to-market roles, overseeing each search from the initial hiring manager intake to the accepted offer. This includes defining the job specification, conducting level calls, understanding market trends, guiding interview loop design, and closing candidates. You will have direct influence with hiring teams to adjust hiring standards when necessary, based on evidence. This is a generalist role. You may be responsible for hiring for roles in silicon design and verification, compiler and ML framework engineers, and go-to-market leaders within a single quarter. While deep expertise in all these areas is not expected, the role requires the ability to gain a defensible understanding in unfamiliar territories by knowing what questions to ask, whose expertise to leverage, and what conclusions to draw independently. This position is remote, with global opportunities available. We welcome candidates with various experience levels. The appropriate level for the role will be determined during the interview process, and the offer will align with that level, which may differ from the one stated in this posting.

Requirements

Owned searches end to end, from intake to accepted offer, in more than one domain (technical and go-to-market both count).
Closed senior candidates who held better-paying offers, and can articulate what motivated them beyond compensation.
Ability to turn a vague hiring manager need into a written spec with a level call and stated trade-offs.
Willingness to re-evaluate must-haves when level or budget changes, rather than lowering the target implicitly.
Ability to monitor key metrics on own searches and change course based on data.
Form your own view of a candidate by reviewing their actual work (what they built, shipped, taped out, or carried).
Ability to identify which parts of a profile are outside your judgment and how to get an answer.
Willingness to deliver unwelcome news to hiring managers early.
Ability to change someone's mind about a hiring bar using evidence, without direct authority.
Comfort being the least domain-expert person in the room and still producing an actionable read.
Ability to fix the underlying issues when a recruiting loop is not working, rather than just optimizing its execution.

Nice To Haves

Experience in hardware, AI software, and go-to-market domains.

Responsibilities

Own searches end-to-end, from hiring manager intake through accepted offer.
Develop job specifications, conduct level calls, and understand market reads.
Influence hiring teams to adjust hiring standards based on evidence.
Gain a defensible understanding in unfamiliar territories by knowing what questions to ask, whose expertise to leverage, and what conclusions to draw independently.
Design interview loops and scorecards.
Run debriefs that can decide on candidates.
Build recruiting processes while underlying systems are being rebuilt.