Senior Recruiting Coordinator

Our client is finding an experienced Talent Acquisition Recruiter to own full-cycle recruiting across the organization as the company continues to scale. In this role, you'll manage searches end-to-end, from intake and sourcing strategy through interviews, offers, negotiation, and close. You'll recruit across AI/ML, robotics hardware and software, simulation, robot operations, product, business, and executive operations while partnering directly with technical leaders and functional heads. You'll also leverage AI and recruiting data to improve sourcing, candidate evaluation, pipeline management, and overall recruiting efficiency. The ideal candidate has deep experience recruiting within robotics, autonomy, or a comparable deep-tech environment and can move confidently across highly technical and non-technical searches. You are a proactive sourcer, credible partner to technical leaders, and independent operator who uses AI as a meaningful part of your day-to-day recruiting workflow. As a Talent Acquisition Recruiter , you will: Own full-cycle recruiting from intake and role scoping through sourcing, screening, interview design, candidate management, offer development, negotiation, and close. Lead searches across AI/ML, robot hardware and software, simulation, robot operations, product, business, and executive operations without being limited to a single discipline. Develop targeted talent maps and proactively source through outbound outreach, referrals, research labs, university pipelines, conferences, open-source communities, and competitor research. Partner closely with hiring managers to define requirements and evaluation criteria, calibrate on candidate quality, and maintain momentum through regular pipeline reviews. Deliver a high-quality candidate experience through timely, prepared, and transparent communication throughout the recruiting process. Build and refine AI‑assisted recruiting workflows for sourcing research, candidate summarization, outreach, scorecard synthesis, market intelligence, and pipeline reporting. Track recruiting metrics, including pipeline health, stage conversion, time to fill, source effectiveness, and offer acceptance, and use insights to adjust recruiting strategies. Maintain accurate ATS data and ensure recruiting processes remain structured, consistent, and compliant. Role specifics and target candidate profile Nice to Have Experience recruiting through a period of rapid post-funding headcount growth. An existing network in the Boston/Cambridge or Bay Area robotics and AI communities. Experience hiring research-profile candidates (PhD, publication record, lab background). Familiarity with hardware program timelines and how hiring maps to build and test milestones. Experience building prompt libraries, custom agents, or internal AI tooling for a talent team. Daily tasks What You’ll Do Run full-cycle recruiting. Intake and role scoping, sourcing strategy, screening, loop design, candidate management, offer construction, negotiation, and close. Hire across the whole company. Our open roles span AI/ML, robot hardware, robot software, simulation, robot operations, product, and business and executive operations. You will not be siloed in one discipline. Source proactively. Build targeted talent maps and work them. Outbound sourcing, referrals, research labs, university pipelines, conferences, open-source communities, and competitor mapping — not inbound triage. Partner closely with hiring managers. Lead crisp intakes, calibrate on real signal, push back when a bar or scorecard is unclear, and keep loops moving with weekly pipeline reviews. Own the candidate experience. Be the recruiter candidates remember for being fast, prepared, and straight with them — including when the answer is no. Use AI to compound your output. Build and refine AI‑assisted workflows for sourcing research, candidate summarization, outreach, scorecard synthesis, market intelligence, and pipeline reporting. Share what works with the team. Bring data to the conversation. Track pipeline health, stage conversion, time to fill, source effectiveness, and offer accept rate — and use them to change strategy, not just describe it. Keep the operational house in order. Clean, current ATS data and a consistent, structured, compliant process. Required skills 5+ years of full-cycle recruiting experience, with a track record of closing senior and hard-to-fill roles. Direct robotics experience. You have recruited for a robotics, autonomy, or comparable deep-tech company where physical products and machine learning ship together. Range across disciplines. Proven hiring for AI/ML, hardware, and software engineering, plus the ability to run non-engineering searches — operations, product, and business functions — without losing quality. Real technical fluency. You can read a resume, a paper, or a GitHub profile and form your own view, and hold a substantive conversation about a candidate's work without a script. AI adeptness. Hands-on, regular use of Claude or comparable AI assistants in your actual recruiting work, plus experience with AI agents and agentic workflows. Be ready to walk us through specific workflows you have built and what they changed about your output. Sourcing horsepower. Boolean and X-ray search, LinkedIn Recruiter, GitHub, Google Scholar, and whatever else it takes to find people who are not looking. Strong closing skills. Competing offers, equity and comp conversations, relocation, and visa considerations. ATS fluency (Rippling, Greenhouse, Ashby, Lever, or similar) and comfort in a metrics-driven process. Sharp written and verbal communication — your outreach gets replies, and your write-ups help hiring managers decide. Ability to work onsite Monday through Friday in either our Cambridge, MA or San Francisco, CA office. Independence. You will get context and support, but you will be expected to run without close supervision. #J-18808-Ljbffr GraceMark Solutions