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

SecureVision•Remote - US ,

5h•Hybrid

About The Position

You will be embedded with a venture-backed hardware company in Los Angeles that is scaling its engineering team fast. Inside their Slack, their stand-ups, their ATS, working their hours, and working directly with their engineering hiring managers. In-office team members work on site five days a week and meet candidates face to face when they come in to interview. You are part of a SecureVision team led by a senior player-coach, with a delivery lead running performance management and client reporting, a sourcing stack built for outbound at scale, and a decade of process and market expertise behind you. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter. This is full life cycle recruiting for hardware engineering roles. If you have recruited engineers and want to build real depth in hardware, embedded, and manufacturing hiring, with coaching from people who have done it at scale, this is the seat.

Requirements

2 to 4 years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
Experience recruiting engineers, ideally hardware roles: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
A background supporting a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a plus.
Working technical vocabulary. You know what PCB design, embedded C/C++, RTOS, ROS 2, DFM, and hardware-in-the-loop test mean on a resume, and you're eager to go deeper.
Strong LinkedIn Recruiter skills with a track record of hires you sourced yourself.
Comfort working inside client ATS environments, with a bias toward clean data and accurate reporting.
Confidence working directly with engineering managers and directors.
Interest in client-facing work and in growing into a senior recruiter role.

Nice To Haves

Coachable and fast to apply feedback.
Proactive and resourceful. You surface problems with a solution already attached.
Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
Organized enough to run several searches at once without giving up quality.
Strong written and verbal communication.
You build trusted relationships quickly and keep them.

Responsibilities

Full life cycle recruiting for a set of engineering roles, such as electrical, mechanical, autonomy, firmware and embedded software, or manufacturing and NPI: intake, job description optimization, sourcing, screening, interview scheduling, offer support, close, and start date.
Calibration in the first 48 hours of a new search. You bring 10 profiles per role to the hiring manager and walk through them on a screen share, with your team lead alongside for your first searches.
Strategic outbound sourcing as your primary channel. The engineers who build hardware rarely apply. You also cover inbound applications the way an internal recruiter would.
Screening before anyone reaches the hiring team. Technical fit against the role's stack, skill and behavioral fit, stage fit, and verification that the candidate is who they say they are.
A tight hiring-manager loop. Profiles are approved before screens are booked, with a 24-hour follow-up rule so pipeline never stalls.
A quarterly hiring goal for your roles, measured the same way the client measures its internal recruiters.
ARPO throughout the process (activity, ranking, process, offer) so decline risk surfaces early instead of at offer stage.
Clean ATS data. Notes, scorecards, and statuses live in the client's system and stay current.
Candidate experience for everyone who touches your client's brand, including the people you turn down.