University & Early Talent Recruiter

Foundry Robotics•Emeryville, CA

8d•$115,000 - $145,000•Hybrid

About The Position

Foundry Robotics is building an AI-native robotics manufacturing company focused on deploying advanced assembly and production capability for leading robotics companies and national-security-critical hardware. The company's mission is to rebuild the American manufacturing industry as an AI-first, assembly-focused, dual-use contract manufacturer. As a founding member of the team, the role will have a direct and significant impact on the company's product, culture, and ultimate success. This role is based in the Emeryville, CA office, but travel is required.

Requirements

3+ years in university or early-talent recruiting, ideally engineering-heavy.
Have run a program, not just worked career fairs. Can describe the loop designed and the conversion rate it produced.
Know the collegiate engineering competition ecosystem, and why a strong FSAE member is often a better signal than a strong GPA.
Build durable relationships with faculty, club leads, and career services that survive changing jobs.
Have designed an intern project that produced both real work and real assessment signal.
Best hire came from a school nobody on the panel had heard of.
Able and willing to travel across the US to build employer brand and talk about the mission.

Nice To Haves

Apprenticeship or non-degree pathway program design.
Early-career hiring into ITAR-controlled programs, including the eligibility constraints.
Robotics, aerospace, defense, or another hardware-rich industry.
Experience using Ashby.

Responsibilities

Own the intern, new-grad, and apprenticeship programs end to end: school strategy, sourcing, the loop, project design, mentorship, conversion, and alumni relationships.
Build a school strategy wider than the obvious top-ten ME, EE, CS, etc. programs — state schools, community college mechatronics and technical programs, and the competition teams (Formula SAE, Baja, FIRST, RoboMaster, rocketry) where people self-select into hard hands-on work.
Design intern projects that produce genuine signal on a specific competency and work we actually needed done. Project-based assessment is the most honest interview there is.
Build the shop-floor apprenticeship pathway with the Volume Recruiter and manufacturing leads — a credible way in for people without a four-year degree.
Reverse engineer where great people have come from, be the data master of the undiscovered gold mines of talent and potential.