Technical Recruiter: Security

Thinking Machines Lab•San Francisco, CA

3d•$200,000 - $275,000

About The Position

Thinking Machines is hiring a Security Recruiter to help build the team protecting its research, infrastructure, products, and people. The recruiter will partner with security and engineering leaders to identify exceptional talent across security engineering, detection and response, infrastructure security, and governance, risk, and compliance. The role involves developing an understanding of how security candidates approach problems, earn trust, and make decisions under uncertainty, and using that understanding to find people who can build effective security practices in a rapidly evolving AI environment. The recruiter will own security recruiting from initial outreach through offer acceptance, shape role definitions and sourcing plans, build relationships with security practitioners, support consistent candidate evaluation, guide candidates through the process, and use pipeline data and market feedback to improve search strategy. The role is based in San Francisco, California, or New York, New York. The expected annual salary range is $200,000–$275,000 USD, depending on background, skills, and experience. Thinking Machines sponsors visas and offers benefits including health, dental, and vision benefits, unlimited PTO, paid parental leave, and relocation support as needed.

Requirements

4+ years of recruiting experience, including substantial experience hiring security professionals.
A record of finding and closing candidates for specialized or difficult-to-fill security roles.
Familiarity with security disciplines and the ability to discuss their different responsibilities credibly.
Strong sourcing skills and an ability to build relationships with people who are not actively looking.
Sound judgment when handling sensitive information and confidential searches.
Experience advising hiring managers and managing multiple searches with changing priorities.

Responsibilities

Own recruiting from initial outreach through offer acceptance across security roles, including specialized individual contributors and leaders.
Translate hiring priorities into clear role definitions, sourcing plans, and interviews that assess the capabilities each role requires.
Build relationships with security practitioners through relevant communities, conferences, technical contributions, and referrals.
Learn the distinctions between security specialties and use that knowledge to assess candidates’ experience and motivations.
Help interviewers establish consistent evaluation criteria and turn interview feedback into clear hiring decisions.
Guide candidates through the process with thoughtful communication, discretion, and a strong understanding of the opportunity.
Use pipeline data and market feedback to identify bottlenecks and improve search strategy.