Senior Technical Recruiter

Tensordyne•Sunnyvale, CA

16h•Remote

About The Position

Tensordyne is seeking an experienced Senior Technical Recruiter to support the scaling of its organization as it develops next-generation AI compute technology. This is a hands-on, full-cycle recruiting role with broad responsibility across ASIC, Hardware, Software, Operations, and SG&A, including specialized technical and leadership searches. The ideal candidate will have extensive experience recruiting engineering talent, particularly in semiconductor, hardware, or AI infrastructure, and be comfortable recruiting for business and operational functions as well. The role involves partnering directly with engineering leaders, executives, and hiring managers to translate business and technical requirements into effective recruiting strategies, build targeted talent pipelines, and secure high-quality hires in a competitive market.

Requirements

7+ years of full-cycle recruiting experience, preferably within semiconductor, AI, high-performance computing, or another deeply electrical and computer engineering environment.
Demonstrated experience recruiting across multiple engineering disciplines, with particularly strong experience in ASIC, semiconductor, hardware, or silicon recruiting.
Experience recruiting Software, Systems, Infrastructure, or related engineering talent.
Ability to recruit beyond Engineering, including Operations, Sales, Product, Finance, HR, and other SG&A functions.
Sufficient technical understanding to effectively recruit and screen candidates across areas such as ASIC Design, Design Verification, microarchitecture, hardware, systems software, AI infrastructure, and related disciplines.
Demonstrated ability to recruit across levels—from early-career talent through Staff/Principal engineers, managers, directors, and executive-level positions.
Strong passive sourcing, market-mapping, and competitive intelligence capabilities.
Experience partnering directly with senior engineering managers.
Ability to challenge or recalibrate hiring requirements constructively when market data indicates that the original profile is overly restrictive.
Strong offer management and candidate-closing skills.
Excellent written, verbal, and interpersonal communication skills.
Highly organized, analytical, and comfortable managing a significant requisition portfolio in a fast-moving environment.

Nice To Haves

Experience recruiting within both high-growth startups and established technology companies.
Experience spanning several talent ecosystems—including semiconductor and silicon, AI infrastructure, software, enterprise technology, and go-to-market—and ability to move comfortably between a highly specialized ASIC search and a business-critical Sales, Operations, Product, or Finance search.

Responsibilities

Own end-to-end recruiting across multiple functions, including: ASIC / Silicon Engineering, Hardware Engineering, Software & Systems Engineering, SDK / Compiler Engineering, Applications / Field Engineering, Operations, Sales & Business Development, Product Management, Finance, HR and other SG&A functions, Technical and functional leadership.
Partner closely with hiring managers to define role requirements, distinguish must-have vs. nice-to-have qualifications, establish interview processes, and develop realistic search strategies.
Build and execute sourcing strategies for highly specialized ASIC, hardware, software, AI infrastructure, and business talent.
Proactively identify and engage passive candidates rather than relying primarily on inbound applications.
Conduct talent mapping across semiconductor, AI infrastructure, hyperscale computing, networking, software, and adjacent technology companies.
Conduct substantive recruiter screens covering technical or functional alignment, career motivations, compensation expectations, location requirements, and overall fit.
Manage candidates through the recruiting lifecycle—from initial outreach through interviews, comp expectations, closing, and pre-onboarding.
Partner with hiring teams to continuously calibrate candidate profiles based on funnel performance and market feedback.
Develop recruiting strategies for both immediate openings and anticipated future workforce needs.
Provide leadership with market intelligence regarding talent availability, compensation, competitor hiring activity, and candidate sentiment.
Maintain a highly organized and data-driven approach while managing multiple concurrent searches.
Deliver a high-quality candidate experience throughout the recruiting process.