Senior Recruiting Manager

10a Labs•New York, NY

1d•Remote

About The Position

We are hiring a Senior Recruiting Manager to architect and scale our talent engine and strengthen core people operations. This is a high-ownership role focused primarily on recruiting exceptional technical and mission-driven talent in competitive markets. You will build talent pipelines across engineering, red teaming, research, product, operations, and specialized technical roles, and design the systems that enable them to succeed once hired. You will work directly with leadership to shape hiring strategy and ensure we consistently hire exceptional talent.

Requirements

3+ years in recruiting and operations, ideally at a high-growth startup.
Bachelor’s degree or equivalent professional experience.
Demonstrated success recruiting both technical (e.g., ML engineers, software engineers, data scientists, etc.) and non-technical (e.g., researchers, threat investigators, etc.) roles in competitive markets.
Strong outbound sourcing capability.
Experience designing and implementing hiring processes, SOPs, onboarding programs, and process improvements.
Comfort rolling up your sleeves, operating in ambiguity, and building systems from scratch.
Exceptional verbal and written communication skills.
Familiarity with HR management systems, job boards, and applicant-tracking systems.
Comfort working in fast-moving, high-impact environments, such as startups, AI research labs, or security-focused teams.

Nice To Haves

Experience recruiting in AI, cybersecurity, or mission-driven domains.
Experience recruiting in the US and internationally.

Responsibilities

Own full-cycle recruiting, including sourcing, interviewing, and onboarding.
Build and execute proactive sourcing strategies for highly competitive AI and engineering markets.
Develop structured interview processes and evaluation rubrics.
Partner with hiring managers to define performance profiles and talent gaps.
Drive candidate experience and closing strategy.
Track recruiting metrics and continuously improve funnel performance and ATS workflows.
Partner with leadership on workforce planning and hiring prioritization.
Design and improve structured onboarding programs.
Support performance review cycles and feedback systems.
Implement and document SOPs for core processes.
Coordinate with external vendors, legal counsel, and service providers.
Identify bottlenecks and test new tools or workflows to boost efficiency.
Contribute to and own other cross-functional, operational projects as the company continues to scale.