Recruiting Lead

We believe general-purpose, generally-intelligent robots will be built in our lifetimes. Robots will work in our factories, move our goods, walk on our streets and eventually be in our homes. To build that future, research and deployment must work in lockstep: real-world operation must make the technology better and better; technology must make deployment easier. We're looking for the thinkers, builders, and researchers who want to be part of that loop. As an AI software company that deploys its inventions directly into the facilities that need them, on state-of-the-art hardware, every line of code written at Tutor has a direct impact on the global, physical economy. Our Culture We believe that something truly special can happen when talented, motivated people work together; at Tutor, every member of our team is empowered to have real impact in everything that they do. We’re characterized by both technical excellence and next-level collaboration and respect. Are you a recruiter who's energized by hard searches, big missions, and work that actually matters? At Tutor Intelligence, recruiting isn't a support function — it's one of the most strategic levers in the company. We're looking for a Recruiting Lead who can operate at the intersection of talent and business strategy, and who gets genuine satisfaction from building something great. Tutor is deploying cutting-edge robotics AI into factories and warehouses across the country, and scaling that mission requires world-class people — engineers pushing the frontier of what robots can do, operators who thrive in complex environments, and commercial leaders who can bring this technology to market. As our Recruiting Lead, you'll be the person who finds them, closes them, and builds the team and systems to do it at scale. You'll report into the Head of People Strategy and work closely with senior leadership and hiring managers across the org, shaping not just who we hire, but how we think about talent. We're looking for someone with sharp recruiting instincts and a builder's mindset. You've closed competitive searches across all areas of an organization and you know how to sell a mission, not just a job description. You're equally comfortable sourcing a passive candidate, coaching a hiring manager through a tough decision, and designing the process that makes the next ten searches run more smoothly. And you take seriously the fact that you're often the first person a candidate ever talks to at Tutor — you understand that every interaction is a reflection of who we are, and you bring the same care and intentionality to a first outreach message as you do to closing an offer. Qualifications 5+ years of full-cycle recruiting experience, ideally spanning both technical (software/ML/robotics) and GTM/CX roles Demonstrated experience building or scaling a recruiting function, not just executing within one Proven ability to close senior and hard-to-find candidates in competitive markets Strong sourcing instincts — you know how to find people who aren't looking Experience partnering directly with senior leadership as a thought partner on talent strategy Comfortable operating in ambiguity; you create structure, you don't wait for it Strong written and verbal communication — you can sell Tutor's mission compellingly Familiarity with ATS platforms (we currently use Lever) and recruiting tooling Nice to Haves (Zero or More) Experience recruiting at an early-stage startup (Series A–C) Background recruiting for robotics, industrial automation, manufacturing tech, or deep tech companies Experience managing or mentoring junior recruiters or coordinators Familiarity with compensation benchmarking and offer structuring Network in Boston/Cambridge technical or operations talent communities Responsibilities Full‑cycle recruiting across all open roles — near‑term priority on a CX/GTM Recruiter and a Technical Recruiter Building and structuring a recruiting team over the next 12 months Developing and owning Tutor's employer brand, candidate experience, and sourcing strategy Partnering with the Head of People Strategy and other senior leadership to define hiring plans and workforce strategy as we scale Setting recruiting metrics, reporting, and process standards across the org #J-18808-Ljbffr