Senior Technical Recruiter

Nscale•San Francisco, CA

20d•$160,000 - $210,000

About The Position

Nscale is a GPU cloud provider offering cost-effective, high-performance infrastructure for AI startups and enterprise customers. The company focuses on reducing the complexity of AI development and supporting business outcomes such as cost management, rapid innovation, and environmental responsibility. The Senior Technical Recruiter will lead end-to-end hiring for teams building Nscale’s AI infrastructure platform. The role partners closely with engineering, product, and infrastructure leaders to recruit talent across cloud infrastructure, distributed systems, platform engineering, developer tooling, and open-source ecosystems. It is a hands-on, high-impact position that personally manages critical searches, contributes market intelligence to hiring decisions, and helps build teams responsible for Nscale’s GPU cloud. The role will shape the engineering and platform talent behind Nscale’s cloud, supporting growth with speed and quality. Responsibilities in the posting are not exhaustive, and additional duties may be assigned consistent with the skills and qualifications required for the role. The position has a base salary range of $160,000–$210,000 USD. Actual compensation may vary based on job-related factors, and the role may be eligible for bonus, equity, and/or commission programs. Nscale may offer medical, dental, and vision coverage, flexible paid time off, parental leave, and retirement plan participation.

Requirements

At least 8 years of full-cycle technical recruiting experience, gained in-house and/or in a high-performing search environment.
Demonstrated experience hiring software engineers and technical leaders for a Neocloud, hyperscaler, AI infrastructure company, cloud platform, or open-source software business.
Strong understanding of technical talent markets in areas such as cloud infrastructure, distributed systems, Kubernetes, GPU/AI platforms, storage, networking, platform engineering, developer tools, or developer experience.
Strong functional knowledge of the modern open-source AI infrastructure ecosystem, such as vLLM, Ray, PyTorch, DeepSpeed, Hugging Face TGI, or similar.
Proven ability to recruit across a range of seniorities, including senior individual contributors and technical leadership roles.
Excellent stakeholder management skills, with the confidence to influence and constructively challenge senior technical leaders.
Strong sourcing capability, including market mapping, talent research, targeted outreach, and building long-term candidate relationships.
High standards for quality, process, and candidate experience, with comfort using structured and data-informed hiring practices.
Ability to operate with pace, sound judgement, and ownership in a high-growth environment.

Nice To Haves

Experience recruiting for AI infrastructure, GPU cloud, data centre software, developer platforms, or open-source communities.
Familiarity with hiring technical talent across the USA and Europe, including location, compensation, and compliance complexity.
Experience supporting rapid technical team growth while maintaining a high hiring bar.
Experience partnering with compensation and people teams on levelling, offers, and market benchmarking.

Responsibilities

Own full-cycle recruiting for technical roles, from intake and calibration through sourcing, assessment design, offer management, and closing.
Partner with senior engineering, product, and infrastructure leaders to define talent needs, hiring plans, and compelling candidate value propositions.
Proactively build and engage high-yield talent pipelines, with a strong focus on outbound sourcing within hard-to-reach engineering communities.
Provide practical market insight on talent availability, compensation, competitor mapping, and realistic time-to-fill expectations.
Design and continuously improve structured interview processes, including clear competencies, calibrated scorecards, and evidence-based debriefs.
Develop creative sourcing strategies for highly technical, passive candidates in competitive markets.
Deliver a timely, transparent, informed, and appropriately high-touch candidate experience.
Use recruiting data and market feedback to influence hiring priorities and improve delivery over time.