Senior Recruiter

Nidus Technologies•New York, NY

31d•Onsite

About The Position

Nidus is building autonomous manufacturing systems powered by AI and robotics. We are seeking a Senior Technical Recruiter to help us build an exceptional team. At Nidus, recruiting is fundamental to how we build the company. The quality of hires directly shapes the product, speed, and company's potential. This role requires operating as a true partner to the business, understanding company goals, developing a strong point of view on talent needs, and finding individuals who can significantly raise the bar. This involves more than just running a process; it requires knowing what exceptional looks like, where to find it, recognizing it in non-obvious candidates, and building trust to attract top talent. You will collaborate closely with founders and hiring managers on highly technical searches, managing the entire recruitment lifecycle from profile definition and market mapping to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, challenge hiring teams when necessary, and help refine talent identification, assessment, and recruitment processes.

Requirements

Significant experience recruiting highly technical talent in competitive environments, or previous relevant experience in consulting or IB.
A strong track record of recruiting exceptional engineers, researchers, technical leaders, or similarly difficult-to-hire talent.
Evidence of strong sourcing ability, particularly for candidates who are not obvious or actively looking.
Experience identifying strong talent beyond traditional credentials and pedigree.
Strong business judgment and the ability to understand the context behind a hiring need.
Enough technical curiosity to understand the work, ask intelligent questions, and communicate credibly with technical candidates.
Experience owning searches from role definition through close.
Excellent written and verbal communication.
Strong judgment and the confidence to challenge assumptions.
High standards, strong follow-through, and low ego.
Business-minded: understand the company, product, customers, and why each hire matters.
Opinionated about talent: developed pattern recognition around what makes people great, where to find them, and which signals matter.
Able to see beyond pedigree: distinguish between an impressive resume and an exceptional person.
Curious about people: good at understanding motivations and decision drivers.
An exceptional sourcer: approach sourcing as research, map markets thoughtfully, and find people others miss.
A strong closer: build conviction, navigate competing opportunities, and help candidates make thoughtful decisions.
Technically curious: can learn enough about the work to ask good questions and speak credibly with technical candidates.
A peer to hiring managers: bring judgment, challenge assumptions, and are comfortable driving change.

Nice To Haves

Experience recruiting across AI/ML, robotics, infrastructure, systems, hardware, or other technically demanding domains.
Experience working at an early-stage or rapidly scaling technology company.
Experience partnering directly with founders or executives on critical hires.
Experience recruiting in defense technology, industrial technology, or similarly technical environments.
A strong network among high-caliber technical talent.
Experience building talent maps or sourcing strategies in markets where the best candidates are difficult to identify through conventional searches.
Experience helping build or materially improve a recruiting function or hiring process.

Responsibilities

Partner with founders and hiring managers to understand the business, technical roadmap, and hiring needs.
Develop a clear point of view on candidate profiles, identifying key attributes and target markets.
Build talent maps and sourcing strategies for competitive technical searches.
Identify and engage exceptional candidates, including passive and non-obvious profiles.
Look beyond traditional credentials to identify signals of ability, trajectory, technical depth, originality, and judgment.
Understand candidate motivations, optimization goals, concerns, and compelling factors.
Represent Nidus credibly to sophisticated candidates, explaining the business, technical challenges, and opportunity.
Own candidate strategy from initial outreach through the closing process.
Design and execute interview processes that provide necessary signals without unnecessary complexity.
Challenge weak assumptions, poorly defined profiles, or ineffective interview loops.
Provide market feedback to improve hiring practices.
Help build scalable recruiting systems, standards, and practices.
Hire the best people to improve the company.