Own full-cycle recruiting for hardware engineering roles, including electrical, mechanical, firmware, embedded software, autonomy, robotics, manufacturing, NPI, and test engineering. Responsibilities include sourcing, technical screening, hiring-manager partnership, interview process design, offers, candidate experience, ATS management, reporting, and client relationship ownership. The role supports a venture-backed hardware company and requires strong technical fluency, outbound sourcing expertise, and executive presence.
Senior Recruiter: Hardware Engineering, Embedded Recruiting and RPO
About SecureVision
The role
What you will own
What the first 90 days look like
Experience we are looking for
Who does well here
Why this role
AI interviewing and text message consent
SECUREVISION · LOS ANGELES (IN OFFICE) OR REMOTE, US · FULL-TIME · CLIENT FACING RECRUITER
Since 2015 we have partnered with hundreds of investment-backed tech companies, from seed stage through enterprise, and fill roles across GTM, engineering, and G&A. Our clients include NerdWallet, Affirm, GrubHub, Chili Piper, Danaher, Konica Minolta, and Samsara. We have 496 reviews on G2 with a 4.8 out of 5 star rating.
We were built on one conviction: the gap between a good hire and a great one is exponential, not marginal. Every talent acquisition solution we build is sustainable, predictable, reportable, and scalable.
The role
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 get the focus of an internal recruiter with an RPO engine behind you. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter: 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 you can pull from on any search.
This is full life cycle recruiting for hardware engineering roles, and it is client-facing. You own the relationship, not just the req. If you are a strong technical recruiter who wants to move into a consultative solutions company, this is the seat.
What you will own
- Full life cycle recruiting for one engineering org, such as electrical, mechanical, autonomy, firmware and embedded software, or manufacturing and NPI: intake, job description creation and optimization, sourcing, screening, interview process design, offer, 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 so evaluation is tight from day one.
- 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.
- In-depth evaluation before anyone reaches the hiring team. Technical depth checked against the role's actual stack, skill and behavioral fit, stage fit, reference readiness, 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 org, 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.
What the first 90 days look like
- Weeks 1 to 2: intakes and calibration done. First recruiter screens in days 3 to 7, first hiring-manager interviews in days 7 to 10.
- Weeks 2 to 3: full pipeline on your priority roles.
- First 30 days: first hires coming through.
- Days 30 to 60: starting roles filled and additional roles added to your plate.
- By 90 days: data supports that your org is on track to achieve its hiring plan.
Experience we are looking for
- 5+ years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
- Direct experience hiring hardware engineers: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
- A background at a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a strong plus.
- Technical fluency. You can hold a real conversation about PCB design and Altium, embedded C/C++, RTOS and embedded Linux, real-time control software, ROS 2, perception and controls, DFM/DFA, and hardware-in-the-loop test. You don't design the board, but you can tell a hiring manager why a candidate's experience fits or doesn't.
- Experience carrying a high-volume technical req load during a hiring surge without dropping the quality bar.
- Expert-level LinkedIn Recruiter user with a real outbound sourcing track record. Most of your hires should be people you found, not people who applied.
- Comfort working inside client ATS environments, with a bias toward clean data and accurate reporting.
- Judgment on stage fit. You know the difference between an engineer who has shipped hardware at a 40-person startup and one who has only operated inside a 5,000-person org, when each is the right hire, and why it matters to the hiring manager.
- Executive presence. You will be on calls with founders, CTOs, engineering leads, and Heads of Talent, and you need to hold your own.
- Client-facing experience, or a clear interest in moving toward it. Account management or customer success instincts are a plus.
Who does well here
- High emotional intelligence and business acumen. You can draw the line from a single hire to the client's larger goal.
- Proactive and resourceful. You surface problems with a solution already attached, before the client knows there is a problem.
- Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
- Able to run several searches and several stakeholders at once without giving up quality.
- Strong written and verbal communication.
- You build trusted relationships quickly and keep them.
- Active on LinkedIn and comfortable building a presence there.
Why this role
- In office in Los Angeles alongside the hardware teams you hire for, or remote anywhere in the US.
- You work with a venture-backed company that is scaling fast, so the work stays interesting and your track record keeps compounding.
- A delivery lead invested in your performance, plus a tooling and sourcing stack most internal teams do not have.
- A path into account management, client leadership, or delivery leadership if that is where you want to go.
- Full-time W2 role with SecureVision with a flexible compensation package that is tailored to your geographic location and level of experience.
- Comprehensive benefits suite designed to support your well-being, which includes healthcare coverage, paid time off (PTO), and paid company holidays.
AI interviewing and text message consent
Part of our screening runs through an AI interviewer. By submitting an application, you agree that SecureVision and its AI interviewing vendor may contact you by text message at the mobile number on your application, including through automated means, to schedule and conduct a first-round screening interview and to send you updates about your application. Reply STOP at any time to opt out. Opting out of text messages does not remove you from consideration. A SecureVision recruiter reviews every AI screening interview. The AI interviewer does not make hiring decisions.
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