Senior Technical Recruiter

What You'll Get To Do

Key area 1 - Strategic Talent Partnership

• Build and maintain trusted relationships with business leaders to align on talent strategies.

• Influence hiring plans and headcount decisions with market insights and hiring data.

• Act as a positive and strategic representative of the People Operations team.

• Partner with the Sr. VP of People Ops to craft compelling and competitive offer packages.

• Contribute to long-term talent initiatives including referral programs and workforce planning.




Key area 2 - End-to-End Recruiting Operations

• Design, implement, and continually optimize a scalable, best-in-class hiring process.

• Partner with hiring managers to define roles, assess team needs, and establish clear recruiting goals.

• Drive a consistent and high-quality candidate experience at every touchpoint.

• Use advanced sourcing techniques including Boolean strings, LinkedIn Recruiter, and targeted outreach campaigns.

• Manage high-volume candidate pipelines with attention to speed, efficiency, and quality.

• Conduct interviews with a high interview-to-offer ratio, anticipating hiring manager needs and preferences.

• Track recruitment KPIs to continuously optimize the hiring funnel and drive pipeline momentum.

• Maintain up-to-date and accurate reporting on job postings and hiring activity.

• Use data insights to support process improvement and inform strategic decisions.




Key area 3 - Industry-Focused Talent Engagement

• Embed within teams to understand technical roadmaps, product goals, and team culture—especially within mining and construction operations.

• Leverage industry knowledge to identify and attract top talent aligned with Field AI’s mission.

• Effectively pitch open roles and company vision to highly skilled and passive candidates.




Key area 4 - Candidate Experience & Employer Brand

• Deliver outstanding candidate communication, ensuring transparency, responsiveness, and professionalism.

• Represent and elevate the Field AI employer brand, especially among technical and field-based talent.

• Collaborate on diversity hiring initiatives with an inclusive, mission-forward approach.

What You Have

5+ years of in-house, full-cycle recruiting experience, with a strong background in technical engineering roles in the robotics and AI industry.

Bachelor's in Business, Economics, HR, or other relevant area

Proven success managing high-volume requisitions and sourcing passive candidates.

Proven ability to hire across technical, operational, and leadership roles, with special expertise in niche or hard-to-fill roles.

Expertise in advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, GitHub, Stack Overflow, and talent databases.

Consistent track record of high interview-to-offer conversion rates and low time-to-fill metrics.

Demonstrated ability to partner closely with hiring managers, senior leaders, and cross-functional stakeholders to align on talent needs and hiring strategy.

A high sense of urgency and a keen ability to influence internal and external stakeholders.

High emotional intelligence with strong negotiation, influencing, and communication skills.

Deep knowledge of ATS platforms (e.g., Greenhouse, Lever, Workday).

Skilled at building and optimizing scalable, repeatable hiring processes that enhance speed and quality.

Highly organized with excellent project management skills.

Naturally collaborative, with a growth mindset and a passion for building great teams.

The Extras That Set You Apart

Proficient in recruiting metrics, funnel tracking, and using data to improve outcomes (e.g., pipeline health, offer acceptance rates).

Substantial experience recruiting for technical (engineering) roles in construction, mining, oil & gas, and energy sectors.

Experience developing analytical tools for people operations or related functions.