Senior Recruiter, University and Alternative Channels

Shield AI•Dallas, TX

11d

About The Position

Shield AI is hiring a Senior Recruiter to own university recruiting end to end. The role covers campus strategy and full-cycle hiring for interns, co-ops, and new graduates, as well as intern-to-full-time conversion, in close partnership with the internship program team. The recruiter will lead the full university recruiting lifecycle—Plan, Attract, Engage, Assess & Hire, Convert, Retain, and Optimize—across Software Engineering (C++ and autonomy), Systems Engineering, Electrical Engineering, Integration & Test, Mechanical Engineering, and select business functions. The position has autonomy to shape strategy and accountability for meeting hiring demand on time, securing offer acceptances in a competitive market, and converting interns into full-time engineers. The Senior Recruiter will own the target school portfolio, annual plan, calendar, and budget; lead demand collection and approvals; build campus brand and candidate pipelines; and represent Shield AI at campus events. The role also owns structured evaluation, timely offers, the accepted-offer-to-Day-1 experience, intern conversion, and reporting on hiring and school outcomes. The position requires partnership with business and engineering leaders, Compensation, and the internship program team, as well as travel during peak campus season.

Requirements

5+ years of full-cycle recruiting experience, with at least 3 years focused on university, early-career, or campus recruiting.
Demonstrated ownership of an end-to-end campus strategy, including school selection, event planning, budget, and season execution—not just requisition execution.
Track record of high-volume technical hiring for engineering roles and closing candidates in a competitive market.
Experience partnering directly with senior business and engineering leaders on workforce planning and demand.
Strong data instincts, including building and using funnel metrics, conversion rates, and ROI analysis to make decisions and influence leaders.
Proficiency with an ATS and sourcing tools; comfort building process, templates, and reporting from scratch.
Excellent written and verbal communication, with the ability to represent the company credibly to students, faculty, and executives.
Willingness to travel during peak campus season.
A demonstrated record of working hard, being a trustworthy teammate, holding yourself and others to high standards, and being kind to others.

Nice To Haves

Experience recruiting in AI, robotics, aerospace, or defense technology.
Experience running or supporting an internship or co-op program, including intern-to-full-time conversion processes.
Familiarity with U.S. defense-industry hiring considerations, including export control (ITAR/EAR) and work authorization requirements for early-career candidates.

Responsibilities

Own Shield AI's university recruiting strategy end to end, including the target school portfolio, annual plan, calendar, and budget.
Lead demand collection with business leaders for interns, co-ops, and intern-to-FTE conversions, driving iHIRE approvals and requisition postings on schedule.
Build Shield AI's campus brand through technical storytelling, faculty and career center relationships, and engagement with robotics, AI, and diversity student organizations.
Represent Shield AI at career fairs, tech talks, and information sessions, and build early pipelines of high-potential candidates ahead of requisition approval.
Run full-cycle recruiting for all intern, co-op, and new graduate roles for Aircraft.
Maintain a structured, bias-reduced evaluation process and run intern interview training and calibration to keep hiring standards consistent across teams and sites.
Extend timely offers within the standard framework by role, location, and level, and partner with Compensation on salary and housing stipend benchmarking.
Own the accepted-offer-to-Day-1 experience to reduce reneges and strengthen onboarding readiness.
Partner with the intern program team on mentorship matching, project scoping, reviews, and intern events.
Own the intern conversion cycle, from identifying full-time-eligible interns through extending return-intern and full-time offers.
Report on demand fulfillment, offer and acceptance rates, conversion, diversity, and school ROI, and use those metrics to reshape each season's strategy.