Lead full-cycle recruiting for commercial sales, RevOps, G&A, and marketing roles. Build sourcing pipelines, partner with hiring managers, use data-driven strategies, and improve recruiting operations while supporting other hiring needs.
About Nominal
Nominal is building the connected test and operations platform powering the world's most advanced hardware systems, from spacecraft and autonomous vehicles to next-generation defense programs. Our platform gives hardware engineering teams a single place to ingest data, analyze performance, automate test execution, and collaborate across every phase of development, so they can move faster without sacrificing safety or precision. We're a fast-moving team that owns problems end-to-end, works across disciplines, and thrives at the intersection of hardware and software.
We serve top-tier commercial and defense customers, from autonomy leaders like Anduril and Shield AI to next-generation aerospace teams like Hermeus and REGENT, and performance engineering teams like Pratt Miller Motorsports, alongside mission partners within the U.S. Navy and U.S. Air Force on programs where failure isn’t an option. We’re backed by Sequoia, General Catalyst, Founders Fund, Lux Capital, and Lightspeed. Our team draws from SpaceX, Palantir, Anduril, Applied Intuition, and other leading companies, united by a common mission: giving hardware engineers the tools to build the future with speed, safety, and confidence.
As a Senior Recruiter, Commercial & Corporate at Nominal, you'll partner closely with leaders across the company to build talent pipelines, run thoughtful full-cycle recruiting processes, and close exceptional candidates across our commercial and corporate functions.
You'll manage hiring across our Commercial Sales team, which includes Enterprise and Mid-Market Account Executives, SDRs, RevOps, and Enablement, along with G&A and Marketing, while also flexing to support recruiting elsewhere in the company as we scale. These roles are central to how Nominal grows, and require strong sourcing instincts, thoughtful candidate evaluation, and strong closing ability.
This is a hands-on role with real ownership from day one — ideal for someone who enjoys building systems, developing strong relationships with candidates and hiring managers, and helping shape how a company grows.
🚀 What You'll Do
Manage full-cycle recruiting processes and candidate experience
- Own hiring processes end to end, from kickoff and sourcing through interviews, offer negotiation, and close, ensuring every candidate interaction reflects Nominal's standards of clarity, professionalism, and integrity.
- Partner closely with hiring managers across Sales, RevOps/Enablement, G&A, and Marketing to define hiring profiles, calibrate candidate quality, and run structured interview processes.
Build strong candidate pipelines
- Source and engage high-signal candidates through direct outreach, referrals, and market mapping, building relationships with top talent across the functions you own.
- Partner with search firms supporting enterprise sales hiring today, reviewing submissions and maintaining high standards, while building toward bringing that sourcing in-house as your own pipeline capability grows.
Own how we recruit
- Shape recruiting operations, sourcing strategy, and Nominal's talent brand as the company grows, building out pipeline capability wherever the need is greatest across your roles.
Support the broader team
- Flex into technical, Federal, or leadership recruiting support elsewhere in the org when a specific need arises.
🔍 We're looking for someone with
- 5+ years of full-cycle recruiting experience, including building a sourcing pipeline from the ground up, across more than one function (sales plus at least one other domain), not just working candidates someone else surfaced
- Experience recruiting for Commercial Sales roles, including Enterprise and Mid-Market: evaluating talent against quota performance, sales cycle length, deal complexity, and genuine fluency in concepts like sales motion and playbook-driven selling
- A track record of using recruiting and pipeline data to inform sourcing strategy — for example, adjusting channel mix, messaging, or targeting based on what the funnel data actually showed, not just anecdote-driven decisions
- A strong ability to build relationships and establish trust quickly with both candidates, hiring managers, and leadership
- A highly organized, execution-oriented approach, with a track record of operating well amid ownership and ambiguity in a fast-moving startup environment
- Experience with AI tools in day-to-day recruiting work, and the initiative to adopt or create solutions rather than wait for tooling to be handed to them
- Experience transitioning a recruiting function from agency-dependent to in-house sourcing
- Experience explaining and closing candidates on startup compensation and equity packages
- Marketing or G&A-specific recruiting experience
- Experience recruiting in a hardware, defense, AI or deep-tech adjacent company
Great candidates rarely check every box. If this role excites you, we want to hear from you.
✨ Benefits/Perks
- 🏥 100% coverage of medical, dental, and vision insurance
- 🏖️ Unlimited PTO and sick leave
- 🍽️ Free lunch, snacks, and coffee
- 🚀 Professional Development Stipend
- 🛠️ In-office hardware lab with a $250 project stipend
- ✈️ Annual company retreat
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
ITAR Requirements
To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.
CompensationThe base pay range for this role is $160,000 – $180,000 per year.
Nominal Los Angeles, California, USA Office
Los Angeles, CA, United States
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