Senior Recruiter

Sereact•Boston, MA

52d•Hybrid

About The Position

We build the intelligence that lets robots sense, reason, and act in the real world, moving beyond the lab and into everyday industrial settings like warehouses and factories. Our technology closes the automation gaps that traditional systems can't solve. We are on a mission to redefine how physical work gets done, and we're looking for curious, bold thinkers to help shape the future of robotics with us. We're scaling fast across research, engineering, and deployment as Cortex, our vision-language-action model, moves into more live robotic cells across the EU and US. We're looking for a Senior Recruiter to own full-cycle recruiting for a portfolio of roles, working closely with hiring managers to build pipelines, run a rigorous process, and close strong candidates in a market where the best people have options. You'll operate with real autonomy over your reqs and be expected to build process, not just execute one handed to you.

Requirements

4+ years of full-cycle recruiting experience, ideally spanning both technical and non-technical hiring
Experience recruiting in a startup or fast-growth environment, comfortable owning a high volume of live reqs with limited support
Strong command of structured interviewing and competency-based assessment, not just informal impression-based screening
Proven ability to source and close passive candidates through outbound channels, not just manage what comes in
Comfortable partnering directly with hiring managers and pushing back when a process or bar needs to change
Fluent in an ATS (Ashby or equivalent), with the discipline to keep data clean and reporting-ready

Nice To Haves

Experience recruiting for robotics, hardware, or deep-tech companies
Experience recruiting across multiple geographies, particularly EU and US
German fluency, useful for Stuttgart-based hiring
Experience building recruiting processes from scratch rather than only operating within an existing one

Responsibilities

Own full-cycle recruiting for a portfolio of roles, from intake through offer, ensuring a consistent and high-quality candidate experience at every stage
Manage offer strategy and negotiation in partnership with hiring managers and leadership, keeping compensation and equity consistent with internal bands
Track time-in-stage across your pipelines and proactively unblock stalled candidates rather than waiting for a hiring manager to flag it
Partner directly with hiring managers to define role requirements, calibrate the interview process, and align on what a strong hire actually looks like for each position
Build and refine scorecards, structured interview kits, and screening criteria specific to each function you own
Coach and calibrate interviewers on assessment standards, turning subjective impressions into structured, defensible hiring decisions
Build and manage a healthy, prioritized pipeline across inbound and outbound channels, balancing sourcing effort against proven high-yield channels
Run proactive outbound sourcing for specialist or hard-to-fill roles instead of relying on inbound alone
Manage relationships with external agencies and vendors where used, including scoping engagements and monitoring fee exposure
Maintain accurate, up-to-date candidate and requisition data in Ashby, supporting reliable reporting on pipeline health, conversion rates, and time-to-hire
Flag process gaps or bottlenecks early, and contribute directly to the tools and playbooks the Talent function is still building out