Senior AI Recruiter

Atomic Machines•Emeryville, CA

2d•$120,000 - $175,000•Hybrid

About The Position

Atomic Machines is ushering in a new era of micromanufacturing with its Matter Compiler™ technology platform. This platform enables new classes of micromachines to be designed and built by providing manufacturing processes and a materials library that are inaccessible to semiconductor manufacturing methods. It unlocks MEMS manufacturing not only for device classes that could never be produced by semiconductor methods, but also for entirely new categories. Furthermore, this digital platform is fully programmable in the way 3D printing is digital—but whereas 3D printing produces parts of a single material using a single process, the Matter Compiler™ technology platform is a multi-process, multi-material system: bits and raw materials go in, and complete, functional micromachines come out. The Atomic Machines team has also created an exciting first device—made possible only through the Matter Compiler™ technology platform—that we will be unveiling to the world soon. Our offices are in Emeryville and Santa Clara, California. About the Role You will be the dedicated recruiter for our AIMS team — Artificial Intelligence, Modeling, and Simulation — a world-class research and engineering group working on some of the hardest problems in applied AI. Partnering with this team is not just a recruiting role; it is a front-row seat to how elite AI teams are built. You will own searches from intake through close, partnering closely with hiring managers to understand not only what each role requires, but what makes someone exceptional in it. You will build sourcing strategies from scratch, craft outreach that earns responses from people who are not actively looking, and move candidates through a process that is transparent, efficient, and worth their time. When a search stalls, you will diagnose why and adjust. When a candidate has multiple competing offers, you will know how to keep them engaged and close effectively. You will keep hiring managers informed without overwhelming them, and you will push back when the bar drifts or the process breaks down. AIMS is central to some of the most technically ambitious work at Atomic Machines. Building this team requires more than filling roles; it requires understanding rare talent markets, earning trust with technical leaders, and creating a recruiting process that can identify and close exceptional people. This role is for a recruiter who wants to build, not just process — someone who is energized by hard searches, technical ambiguity, and the opportunity to help shape an extraordinary team from the ground up.

Requirements

Bachelor’s degree required
3–10 years of full-cycle recruiting experience, ideally in a high-growth or startup environment, including exposure to AI, ML, data engineering, research, infrastructure, robotics, simulation, or similarly complex technical roles
Strong technical curiosity and the ability to understand what makes one technical candidate stronger than another
Proven ability to build pipelines for roles where the talent pool is small, specialized, and highly competitive
A sourcing methodology that goes well beyond LinkedIn and inbound applicants
Strong instincts for quality, signal, and fit in candidate profiles
Comfort pushing back when the bar drifts, the process breaks down, or the search needs recalibration
Ability to operate independently, move searches forward, and reduce cognitive load for hiring managers
Clear, concise, high-signal communication with candidates, hiring managers, and the broader recruiting team
Strong closing instincts and comfort navigating competitive offer situations
Curiosity, ownership, creativity, and resilience in hard searches

Responsibilities

Own full-cycle recruiting for the AIMS team, including AI/ML engineers, research engineers, digital twin specialists, generative CAD engineers, computer vision engineers, and data engineers
Build sourcing strategies from scratch, including target company lists, referral networks, talent maps, and multi-channel outreach
Develop pipelines that are not dependent on inbound applicants or obvious LinkedIn searches
Partner with hiring managers through intake, calibration, candidate review, interview process management, offer strategy, and closing
Translate role requirements into clear candidate profiles, outreach strategies, and interview plans
Present candidates with context, not just resumes, so hiring managers understand the signal, tradeoffs, and potential fit
Create a candidate experience that reflects the quality of the team: proactive, transparent, personal, and high-signal at every stage
Provide market intelligence that helps the team make faster, better hiring decisions
Identify where searches are blocked, diagnose root causes, and adjust strategy quickly
Maintain clear communication and search visibility without creating unnecessary process burden for the hiring team