Recruiter (Hardware)

Join Pi, a robotics company dedicated to building the future of transportation. As a full stack Recruiter, you will play a crucial role in building the team that designs and manufactures our robots. You will partner directly with our co-founder and hardware lead, Adnan Esmail, and work closely with engineering, factory, and fleet leads. You will own hiring across various engineering and manufacturing roles, design interview processes, and develop bespoke closing strategies. This is an in-person role based in San Francisco, with regular time at our Fremont factory.

• Assumer la responsabilité de la recherche et de la sélection de talents pour des postes clés dans le domaine du matériel, en travaillant en étroite collaboration avec les dirigeants techniques.
• Développer et mettre en œuvre des stratégies de recrutement innovantes pour attirer les meilleurs talents du marché, en utilisant votre réseau et votre connaissance approfondie du secteur.
• Concevoir et mettre en œuvre des processus d'entretien qui évaluent les compétences techniques et les aptitudes des candidats, en veillant à ce qu'ils soient adaptés aux besoins spécifiques de l'entreprise.

• Genuine curiosity about robots. You want to be at the factory, close to the work you’re hiring for
• Resilience. If you think you’ve “seen this market before,” you haven’t. None of us have
• Real hardware fluency. You know a design engineer from a manufacturing engineer, what EVT/DVT/PVT means for someone’s willingness to leave, and how a great PCBA supply manager differs from a buyer. You walk out of an intake with a sharper role than you walked in with
• A network you can use on day one. You can name the first ten people you’d call for our open roles, and they’ll pick up
• 6+ years of full-cycle recruiting, with a big share of it hiring hardware (mechanical, electrical, firmware, manufacturing, test, supply chain or technician roles) at companies that ship physical products
• Urgency. The best hardware people are rarely on the market, and the window between builds is short. We don’t wait. We act. “Make it happen” is how we are wired
• A high bar you can explain. Everyone says they have one. Show us yours: the hires you’re proudest of, and why they were hard
• Range across both sides of hardware: design engineering, and the factory and fleet. Most recruiters spike on one. Tell us which, and show us you can carry the other
• Analytical rigor. This isn’t all feel; it’s a mix of art and science. We work deep in the data, from conversion by source to trial pass rates to why offers are won or lost. We work with scientists; we evidence our actions
• Built a hardware recruiting function from scratch, or scaled one through a production ramp
• Hired technicians or factory teams at volume, including hands-on trials
• Run senior hardware leadership searches (Director and above)
• Recruited at robotics, AV, drone, aerospace or consumer electronics companies
• Familiarity with AI-powered recruiting tools and automation workflows. We build our own