Technical Corporate Recruiter - National Defense, Security, Intelligence Community (Remote US)

Legion Intelligence

17h•$100,000 - $150,000•Remote

About The Position

About Legion Let’s be real, AI isn’t magic; Legion was built to move beyond AI hype—delivering secure, reliable systems that work alongside the people tackling the world’s most critical challenges. Born from a Department of Defense partnership and trusted by leaders across government and enterprise, Legion embeds intelligence inside complex systems, unlocking data, accelerating human workflows, and strengthening mission-critical systems. We don’t replace workflows—we optimize them, ensuring quality, efficiency, and reliability inside the platforms our partners already use. With world-class collaborators like Palantir, Nvidia, HPE, and Oracle, we’re building intelligent infrastructure that enhances human capability and drives impact at the edge and across a range of enterprises. We’re looking for bold thinkers and doers to join us in shaping the future of AI that’s secure, grounded, and built to work. Technical Corporate Recruiter - National Defense, Security, Intelligence Community (Remote US) US Citizenship is required due to US Government contract requirements This role requires that you must have experience recruiting for technical AI software candidates w/active clearance in the national military, defense, security, and intelligence community

Requirements

Experience recruiting highly technical talent: Significant experience recruiting for engineering, infrastructure, AI/ML, security, product, or other deeply technical roles in competitive markets.
Track record of successful hiring execution: Demonstrated ability to close difficult searches and consistently deliver high-quality hires in fast-paced environments.
Strong sourcing capabilities: Ability to identify, engage, and build relationships with exceptional talent through creative and persistent outbound recruiting strategies.
Experience working closely with technical stakeholders: Comfortable partnering directly with senior engineers, founders, executives, and hiring managers on role definition and candidate evaluation.
Excellent communication skills: Able to communicate effectively with candidates and internal stakeholders across all levels of technical sophistication.
Strong operational mindset: Ability to improve processes, build structure where needed, and operate effectively with limited recruiting infrastructure or support.
Ability to manage ambiguity: Comfortable operating in an early-stage environment where priorities shift quickly and processes are still evolving.
High degree of ownership: Able to independently drive recruiting initiatives, prioritize effectively, and execute with urgency and accountability.
Experience closing senior candidates: Strong ability to navigate compensation discussions, competing offers, relocation considerations, and complex candidate motivations.
Ability to represent Legion effectively: Capable of articulating Legion’s mission, technology, and long-term vision in a compelling and credible way to candidates.

Nice To Haves

Experience recruiting within AI, defense, or national security sectors: Familiarity with cleared hiring environments, government-adjacent technology companies, or mission-driven organizations.
Startup experience: Experience working at an early-stage or high-growth startup where adaptability and speed are critical.
Experience building recruiting infrastructure: Familiarity with ATS implementation, interview process design, recruiting analytics, and operational scaling.
Technical fluency: Ability to understand and discuss modern engineering concepts, cloud infrastructure, AI systems, developer tooling, or distributed systems at a conversational level.
Experience recruiting cleared talent: Familiarity with recruiting candidates holding SECRET, TS/SCI, or other government clearances.
Employer branding experience: Experience contributing to recruiting marketing, talent messaging, or external brand positioning efforts.

Responsibilities

Own Full-Cycle Recruiting: Lead end-to-end recruiting across technical and non-technical functions, with a primary focus on highly specialized marketing, sales, engineering, AI/ML, infrastructure, product, and forward-deployed roles.
Partner With Leadership: Work directly with executives, hiring managers, and technical leaders to define hiring priorities, calibrate talent profiles, and influence organizational design decisions.
Build Recruiting Strategy: Develop and execute sourcing and hiring strategies for difficult-to-fill roles in highly competitive markets, particularly within AI, defense technology, and government-adjacent environments.
Drive Candidate Quality: Maintain a high hiring bar through thoughtful screening, interview calibration, structured evaluations, and strong partnership with interview teams.
Develop Talent Pipelines: Build proactive pipelines of exceptional candidates through outbound sourcing, networking, referrals, market research, and relationship-building.
Create Scalable Recruiting Operations: Improve and operationalize recruiting workflows, interview processes, candidate communication standards, and reporting infrastructure to support company growth.
Deliver Exceptional Candidate Experience: Ensure every candidate interaction reflects professionalism, responsiveness, transparency, and respect throughout the interview process.
Influence Employer Brand: Help shape how Legion is perceived externally by crafting compelling messaging, partnering on recruiting content, and communicating the company’s mission and technical challenges effectively.
Advise on Compensation and Closing: Partner with leadership on compensation strategy, equity conversations, and offer negotiations to successfully close high-impact candidates.
Operate Cross-Functionally: Collaborate closely with engineering, product, security, operations, and executive leadership teams to ensure recruiting efforts align with business priorities.
Provide Market Intelligence: Continuously gather and communicate insights on hiring trends, competitor activity, compensation benchmarks, and talent market dynamics.
Own Recruiting Metrics: Track pipeline health, conversion rates, time-to-fill, and hiring efficiency while identifying opportunities to improve recruiting outcomes.