Senior Recruiter

Merge Labs•San Francisco, CA

1d•$120,000 - $200,000

About The Position

Merge Labs is a frontier research lab with the mission of bridging biological and artificial intelligence to maximize human ability, agency and experience. We’re pursuing this goal by developing fundamentally new approaches to brain-computer interfaces that interact with the brain at high bandwidth, integrate with advanced AI, and are ultimately safe and accessible for anyone to use. The talent team at Merge is small, focused, and deeply embedded with the company’s research and technical leadership. We are building the early recruiting foundation for a frontier interdisciplinary lab, where every hire can shape the trajectory of the company. Our hiring spans bioengineering, neuroscience, machine learning, engineering, and adjacent scientific and technical disciplines that contribute to building brain-computer interfaces that bridge biological and artificial intelligence. We are hiring a Senior Recruiter to own research and scientific recruiting across some of Merge’s most impactful roles. This is a full-cycle recruiting role for someone who enjoys hard searches, ambiguous technical domains, passive candidate sourcing, and close partnership with research leaders. You will help translate frontier research needs into hiring strategies, build talent maps across academia and industry, engage exceptional candidates, and create a rigorous, high-trust candidate experience. This role is ideal for a recruiter who has hired for specialized technical or scientific teams and wants to operate close to the research frontier. You do not need to be a neuroscientist or ML researcher, but you should be intellectually curious, rigorous, and comfortable learning enough of a domain to recruit credibly.

Requirements

Experience owning multiple challenging pipelines end-to-end, including meaningful ownership of technical, scientific, research, or highly specialized roles.
A track record of sourcing and closing passive candidates in competitive talent markets.
Strong hiring manager partnership: you can clarify ambiguous needs, push for prioritization, and keep teams aligned.
Deep expertise in at least one relevant scientific or technical domain and comfort learning unfamiliar technical domains and translating them into search strategy.
Excellent candidate communication, especially with senior, skeptical, and highly sought-after candidates.
Strong process discipline: clean pipelines, clear follow-up, structured notes, and data-informed prioritization.
High integrity and sound judgment when representing candidates, compensation, timelines, and company stage.
Excitement about building recruiting systems in a small, high-ownership team.

Nice To Haves

If you're excited about this role but don't meet every qualification, please apply. As we build, we're hiring for complementary strengths to form a high-impact team.

Responsibilities

Own full-cycle recruiting for research and scientific roles across bioengineering, neuro, ML, engineering, and adjacent technical areas.
Partner with hiring managers to define role scope, must-have criteria, interview plans, and candidate evaluation rubrics.
Build targeted sourcing strategies for passive candidates across companies, labs, universities, publications, conferences, and research networks.
Create and maintain talent maps for priority domains, including candidate archetypes, companies/labs of interest, and outreach narratives.
Screen candidates for motivation, trajectory, technical relevance, communication, and fit with Merge’s stage and mission.
Drive a structured and high-signal hiring process, including interview coordination, feedback loops, scorecard quality, and closing strategy.
Represent Merge’s mission with depth, clarity, and honesty to candidates considering academia, large labs, startups, or other frontier opportunities.
Use data to diagnose bottlenecks, improve hiring manager alignment, and increase search quality and velocity.
Help build the recruiting infrastructure of an early talent function: templates, process, reporting, candidate experience norms, and operating cadence.