Autonomy Engineering Recruiting Manager
$160k - $240kFull-time
Nuro
Who We Are Nuro believes self-driving vehicles are the most immediate and profound opportunity for AI to drive positive change in the physical world. Safer streets, more time for what matters, and easier access to the world around us, that’s why we’re building a universal autonomy platform: self-driving for all roads and all rides. Founded in 2016, Nuro is a physical AI company developing Level 4 autonomous driving technology for a wide range of vehicles, use cases, and markets. Powered by the Nuro Driver™, our universal autonomy platform enables the global mobility ecosystem to deploy autonomy at scale, from robotaxis and logistics fleets to personal vehicles. With years of real-world deployment experience and a flexible, partner-led business model, Nuro is working toward a future where millions of autonomous vehicles powered by our technology help make everyday life safer, easier, and more connected. Nuro has raised over $2B in capital from Uber, NVIDIA, Google, Softbank, Fidelity, T. Rowe Price, and other leading investors. About The Role Nuro Driver is the engineering organization that builds the foundational, end-to-end models powering our autonomous driving system, validates their safety, and makes sure they run efficiently onboard our vehicles. That spans Autonomy, Controls, Systems, and Localization, and the people we hire here define what our technology is capable of. We are looking for a hands-on recruiting manager to build the team behind that. You will lead 4-5 recruiters and personally run the most important searches, from ML and autonomy to systems engineering and beyond. Expect to spend roughly 25% to 50% your time directly running searches and half building and managing the recruiting team. You will work side by side with engineering leaders and a deeply technical co-CEO who all care deeply about talent density and treat recruiting as a core part of how we win. You will have real influence over who joins, a direct line to the people making those decisions, and the chance to build the recruiting function for one of the most exciting engineering organizations in autonomy. What You'll Own
- Hiring strategy and execution for Nuro Driver across ML, autonomy, systems engineering, controls, and localization
- Leadership and key-hire searches, run personally from sourcing through close
- A team of 4-5 recruiters, including hiring, coaching, workload, and performance
- Quarterly hiring plans tied to engineering priorities, with clear capacity, timelines, and tradeoffs
- Pipeline and funnel metrics, reviewed weekly with engineering leaders
- Partner directly with engineering directors, VPs, and the co-CEO to define role scope, sharpen the profile, and decide where the real talent pool sits
- Map the market for niche skill sets (perception, planning, prediction, ML infrastructure, state estimation, sensor calibration, safety-critical systems) and build target lists by company, lab, and team
- Run senior searches personally and close candidates who are choosing between multiple strong offers
- Coach recruiters on sourcing depth, technical screening, and selling the mission to people who are hard to impress
- Calibrate with hiring managers on bar, interview design, and decision speed, and push back when the process is losing candidates
- Build the reporting engineers actually trust: pipeline health, conversion by stage, time to offer, offer acceptance, source quality
- Work with Total Rewards on offer strategy and competing offers for high-demand profiles
- 7+ years in technical recruiting, with at least 3 hiring ML, robotics, autonomy, or similarly specialized engineering talent
- 2+ years managing recruiters, ideally while still carrying your own searches
- A working understanding of the Autonomy or ML talent market: who is moving, who is not, what key talent care about, and how compensation in offers is set
- The technical fluency to hold a credible conversation with a software engineer or research scientist, and to tell a strong candidate from a polished one
- A data-first approach. You know your team’s funnel numbers, you can explain why they moved, and you act on them
- Strong judgment in competitive closes, including candidates holding offers from top startups and big tech
- Desire to build a true partnership with engineering leaders, including: advising on how to build the right hiring process, how to sell and pitch, and how to ensure we keep a high talent bar.
- Experience at an AV, robotics, ML, or frontier AI company
- Experience hiring Staff, Principal, and Director + level engineers
- Experience tackling recruiting problems with outside of the box thinking and recommendations
Vacancy posted 17 days ago
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