Senior Recruiter, GTM + G&A

Foundry Robotics•Emeryville, CA

3d•$140,000 - $175,000•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. The company's mission is to rebuild the American manufacturing industry as an AI-first, assembly-focused, dual-use contract manufacturer. This role is for a founding member of the team who will have a direct and significant impact on the company's product, culture, and ultimate success. The role is 100% in-person at their office in Emeryville, CA. Foundry is expanding from building robots to selling them. This role will own the growth of the sales organization and the business side, including finance, legal, marketing, and operations functions. Initially, this will be one role, with the expectation of splitting it as both sides grow, and the incumbent will have the first choice of specialization.

Requirements

5+ years recruiting, with real experience in either GTM or G&A (ideally both but a spike in one counts)
Business savvy. Can read a pipeline, understand sales models, and hold a credible conversation with a finance candidate about what our finance function actually needs.
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.
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.
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.