Senior Tech Recruiter (Los Angeles in-office or Remote/US)

SecureVision•Remote - US ,

2h•Hybrid

About The Position

SecureVision partners with hundreds of investment-backed tech companies, from seed stage through enterprise, filling roles across Go-to-Market, engineering, and General & Administrative functions. They have a strong reputation, evidenced by 496 reviews on G2 with a 4.8 out of 5 star rating. SecureVision's core belief is that the difference between a good hire and a great one is exponential, not marginal, and they build talent acquisition solutions that are sustainable, predictable, reportable, and scalable. This specific role involves embedding with a venture-backed hardware company in Los Angeles that is rapidly scaling its engineering team. The recruiter will work directly within the client's environment (Slack, stand-ups, ATS), aligning with their hours and collaborating closely with engineering hiring managers. The position offers the focus of an internal recruiter supported by an RPO engine, which includes a delivery lead for performance management and client reporting, a robust sourcing stack, and extensive process and market expertise. This is a full life cycle, client-facing recruiting role for hardware engineering positions, emphasizing ownership of the client relationship beyond just managing requisitions. It's an opportunity for a strong technical recruiter to transition into a consultative solutions company.

Requirements

5+ years of full life cycle recruiting experience in a high-growth, fast-paced environment (in-house or agency).
Direct experience hiring hardware engineers (electrical, mechanical, firmware, embedded software, autonomy, robotics, or manufacturing, NPI, test engineering).
Technical fluency to discuss topics like PCB design and Altium, embedded C/C++, RTOS and embedded Linux, real-time control software, ROS 2, perception and controls, DFM/DFA, and hardware-in-the-loop testing.
Experience managing a high-volume technical req load during a hiring surge without compromising quality.
Expert-level LinkedIn Recruiter user with a proven outbound sourcing track record (most hires should be sourced, not applied).
Comfort working within client ATS environments, prioritizing clean data and accurate reporting.
Strong judgment on stage fit for candidates, understanding the nuances between different company sizes and stages.
Executive presence, capable of engaging with founders, CTOs, engineering leads, and Heads of Talent.
Client-facing experience or a clear interest in developing it.

Nice To Haves

A background at a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company.
Account management or customer success instincts.
High emotional intelligence and business acumen, connecting individual hires to larger client goals.
Proactive and resourceful approach, identifying problems with solutions.
Comfortable in a fast-paced, hands-on, high-ownership environment.
Ability to manage multiple searches and stakeholders concurrently without sacrificing quality.
Strong written and verbal communication skills.
Ability to build trusted relationships quickly.
Active on LinkedIn and comfortable building a presence there.

Responsibilities

Full life cycle recruiting for one engineering organization (e.g., electrical, mechanical, autonomy, firmware, embedded software, manufacturing, NPI), including intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date management.
Conduct calibration sessions within the first 48 hours of a new search, presenting 10 profiles per role to the hiring manager for tight evaluation from day one.
Execute strategic outbound sourcing as the primary channel, as hardware engineers rarely apply proactively. Also manage inbound applications.
Perform in-depth candidate evaluation, checking technical depth against the role's stack, skill and behavioral fit, stage fit, reference readiness, and candidate verification.
Maintain a tight hiring manager loop, ensuring profiles are approved before screens are booked and adhering to a 24-hour follow-up rule to prevent pipeline stalls.
Achieve a quarterly hiring goal for the assigned engineering organization, measured similarly to how the client measures its internal recruiters.
Manage ARPO (activity, ranking, process, offer) throughout the process to identify decline risks early.
Maintain clean ATS data, ensuring notes, scorecards, and statuses are updated in the client's system.
Ensure a positive candidate experience for all individuals interacting with the client's brand, including those who are not selected.