5.12 Senior Technical Recruiter

What You’ll Get To Do

• Key area 1 - Strategic Talent Partnership
• Build and maintain trusted relationships with business leaders to align on talent strategies.
• Influence hiring plans and headcount decisions with market insights and hiring data.
• Act as a positive and strategic representative of the People Operations team.
• Partner with the Sr. VP of People Ops to craft compelling and competitive offer packages.
• Contribute to long-term talent initiatives including referral programs and workforce planning.


• Key area 2 - End-to-End Recruiting Operations
• Design, implement, and continually optimize a scalable, best-in-class hiring process.
• Partner with hiring managers to define roles, assess team needs, and establish clear recruiting goals.
• Drive a consistent and high-quality candidate experience at every touchpoint.
• Use advanced sourcing techniques including Boolean strings, LinkedIn Recruiter, and targeted outreach campaigns.
• Manage high-volume candidate pipelines with attention to speed, efficiency, and quality.
• Conduct interviews with a high interview-to-offer ratio, anticipating hiring manager needs and preferences.
• Track recruitment KPIs to continuously optimize the hiring funnel and drive pipeline momentum.
• Maintain up-to-date and accurate reporting on job postings and hiring activity.
• Use data insights to support process improvement and inform strategic decisions.


• Key area 3 - Industry-Focused Talent Engagement
• Embed within teams to understand technical roadmaps, product goals, and team culture—especially within mining and construction operations.
• Leverage industry knowledge to identify and attract top talent aligned with Field AI’s mission.
• Effectively pitch open roles and company vision to highly skilled and passive candidates.


• Key area 4 - Candidate Experience & Employer Brandt
• Deliver outstanding candidate communication, ensuring transparency, responsiveness, and professionalism.
• Represent and elevate the Field AI employer brand, especially among technical and field-based talent.
• Collaborate on diversity hiring initiatives with an inclusive, mission-forward approach.

What You Have

• 5+ years of in-house, full-cycle recruiting experience, with a strong background in technical engineering roles in the robotics and AI industry.
• Proven success managing high-volume requisitions and sourcing passive candidates.
• Proven ability to hire across technical, operational, and leadership roles, with special expertise in niche or hard-to-fill roles.
• Expertise in advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, GitHub, Stack Overflow, and talent databases.
• Consistent track record of high interview-to-offer conversion rates and low time-to-fill metrics.
• Demonstrated ability to partner closely with hiring managers, senior leaders, and cross-functional stakeholders to align on talent needs and hiring strategy.
• A high sense of urgency and a keen ability to influence internal and external stakeholders.
• High emotional intelligence with strong negotiation, influencing, and communication skills.
• Deep knowledge of ATS platforms (e.g., Greenhouse, Lever, Workday).
• Skilled at building and optimizing scalable, repeatable hiring processes that enhance speed and quality.
• Highly organized with excellent project management skills.
• Naturally collaborative, with a growth mindset and a passion for building great teams.

The Extras That Set You Apart

• Proficient in recruiting metrics, funnel tracking, and using data to improve outcomes (e.g., pipeline health, offer acceptance rates).
• Substantial experience recruiting for technical (engineering) roles in construction, mining, oil & gas, and energy sectors.
• Experience developing analytical tools for people operations or related functions.