Early Talent Recruiter

Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities. Tenstorrent is building the future of AI compute, and this role will build the talent pipeline that makes it possible. As an Early Talent Recruiter, you will own university and early-career recruiting for your site, shaping which schools we invest in, building relationships with students and faculty, and leading intern, co-op, and new-grad hiring from first outreach through accepted offer. You will not simply run an existing campus calendar. You will decide where to focus, raise the quality of the funnel, and build the recruiting motion that our growing hardware and software teams need. This role is hybrid, based out of Santa Clara, CA, Austin, TX, or Toronto, ON. We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting. Who You Are You have owned a full campus recruiting cycle, including school selection, university partnerships, sourcing, screening, interview coordination, offer management, and closing. You use judgment and influence to partner with hiring managers, challenge assumptions when needed, and hold a clear hiring bar without relying on authority. You work from funnel data and can connect measures such as applications, conversions, offer acceptance, and candidate experience to practical decisions. You care about students and candidates at every stage, including high-volume seasons and difficult decisions, and you communicate with clarity and respect. What We Need Early Talent recruiter to own the university and early-career recruiting strategy for their countries, including the targeted partnership schools, campus calendar, relationships with career centers and student groups, and recruiting events. Run the internship and build the direct new-grad funnels end to end, from sourcing and screening through interviews, offers, and acceptance. Partner with hosting business leaders and the Early Talent Program Manager to define candidate profiles, calibrate what strong performance looks like, and make thoughtful decisions when seats are limited. Contribute to the Tenstorrent Talent Brand by making a positive impression on early talent, even when we don’t hire, and nurturing those relationships long-term. What You Will Learn How to design high-impact campus strategies that connect school selection, candidate experience, and long-term hiring plans. How to evaluate early-career talent for both near-term performance and long-term conversion potential. Become fluent in semiconductor and AI technologies, learning to articulate complex concepts across Silicon design, RISC-V architectures, and ML software. To leverage recruiting analytics to continuously improve decision-making, boost offer acceptance rates, and strengthen leadership partnerships. Compensation for all engineers at Tenstorrent ranges from $100k - $500k including base and variable compensation targets. Experience, skills, education, background and location all impact the actual offer made. Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer. This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded. #J-18808-Ljbffr Socket.dev