Senior Recruiter, GTM + G&A

Foundry Robotics•Emeryville, CA

1d•Onsite

About The Position

Foundry Robotics is building an AI-native robotics manufacturing company focused on deploying advanced assembly and production capability for leading robotics companies and national-security-critical hardware. This role owns the growth of the sales organization and of the business side — finance, legal, marketing, and the operations functions that keep a capital-intensive manufacturer solvent, compliant, and able to deliver what sales promised. As both sides grow, we expect to split it, and whoever is in this seat gets first choice of which half to take. This is an opportunity to come in early, build both sides of the business, and pick your specialization from the position of having actually done the work.

Requirements

5+ years recruiting, with real experience in either GTM or G&A (ideally both but a spike in one counts)
Business savvy. You can read a pipeline, understand sales models, and hold a credible conversation with a finance candidate about what our finance function actually needs.
A great salesperson. Closing is a craft you have practiced, and you can point to candidates you won who had better offers on the table.
Genuine curiosity about how the business works — the customers, the deals, the margin structure. You ask the questions most recruiters never think to ask.
You have hired first-of-kind roles — a first AE, a first controller, a first supply marketing lead— with no existing team to pattern-match against.
AI-efficient: you use tooling to multiply your sourcing, research, and market-mapping output.
You would rather lose a candidate at the offer stage than have them join on a story that is not true.

Nice To Haves

Experience in complex hardware or capital equipment.
Defense, dual-use, or government-adjacent commercial hiring, including capture and BD roles.
An early-stage company where the talent function was built rather than inherited.
Experience using Ashby.

Responsibilities

Own hiring for the commercial organization: account executives, sales engineers, and marketing.
Own hiring across business operations: finance, legal, IT, supply chain, facilities, and program management.
Learn the business properly — how we make money, what a deal looks like, who our customers are and what they actually buy, our unit economics, and where the working capital goes.
Force role clarity before the req opens. What is this role for? What does success look like in 12 months? What are we willing to trade away? Do not source against a title.
Build the Foundry pitch for commercial candidates and have a real answer to the hardest questions in the room.
Run talent competitor analysis against robotics, AV, defense primes, and industrial automation — and separately against the software companies setting your candidates' comp expectations.
Own the offer and the close, including the cash-versus-equity conversation at a hardware company.
Decompose commercial roles into competency maps.