Sr. Recruiter, AI Research & Leadership

Centific•Redmond, CA

13d•Hybrid

About The Position

Centific is building a centralized talent acquisition function for the first time, and this is one of the first roles in it. You will own our hardest and most visible hires from first conversation to signed offer: researchers at every level, from early-career to distinguished, AI architects, and the leaders above them, across our Redmond and Palo Alto sites. You will be the person who can tell an executive how many people actually match the profile they just described, how many of those would take a call, and what it would take to get one to say yes. Sometimes the answer is that the person exists but is rarer, more expensive, or harder to move than the plan assumed, and something has to flex: the role design, the level, the money, or the story. We want to hear that, with the evidence behind it. There is no playbook here yet, and you will help write it.

Requirements

7+ years of full lifecycle recruiting, with significant time on technical, research, or AI/ML talent.
Searches you have won in markets where volume outreach does not work.
Evidence of closing candidates who held a competing offer from a top-tier AI lab, research organization, or major technology company.
Experience advising senior leaders on role design and close strategy, and changing their minds with market data.
Comfort operating where the process does not exist yet.
Ability to attract and close candidates into pre-IPO equity against public-company alternatives
Track record of success within a talent acquisition function that was new or being rebuilt.

Responsibilities

Run researcher (all levels), AI architect, and leadership searches end to end, from intake through close.
Size the market before outreach goes out: a defensible success profile, a realistic obtainable segment, and a named target map of companies, teams, and people.
Own the offer narrative. Argue ownership, stage, and trajectory to candidates holding cash and public equity they could sell tomorrow.
Coach hiring managers and panels on structured evaluation and calibration, including how to tell an impressive candidate from a famous one from the right one.
Use AI deliberately in your own workflow, and help decide what we automate, what we augment, and what stays human because judgment, fairness, confidentiality, or the law requires a person.
Leave each search smarter than you found it. Market briefs, calibration notes, and relationships that outlast the req should make the next one faster.