Recruiter: Hardware Engineering, Embedded Recruiting and RPO

About SecureVision

The role

What you will own

• Full life cycle recruiting for a set of engineering roles, such as electrical, mechanical, autonomy, firmware and embedded software, or manufacturing and NPI: intake, job description optimization, sourcing, screening, interview scheduling, offer support, close, and start date.
• Calibration in the first 48 hours of a new search. You bring 10 profiles per role to the hiring manager and walk through them on a screen share, with your team lead alongside for your first searches.
• Strategic outbound sourcing as your primary channel. The engineers who build hardware rarely apply. You also cover inbound applications the way an internal recruiter would.
• Screening before anyone reaches the hiring team. Technical fit against the role's stack, skill and behavioral fit, stage fit, and verification that the candidate is who they say they are.
• A tight hiring-manager loop. Profiles are approved before screens are booked, with a 24-hour follow-up rule so pipeline never stalls.
• A quarterly hiring goal for your roles, measured the same way the client measures its internal recruiters.
• ARPO throughout the process (activity, ranking, process, offer) so decline risk surfaces early instead of at offer stage.
• Clean ATS data. Notes, scorecards, and statuses live in the client's system and stay current.
• Candidate experience for everyone who touches your client's brand, including the people you turn down.

What the first 90 days look like

• Weeks 1 to 2: intakes and calibration done. First recruiter screens in days 3 to 7, first hiring-manager interviews in days 7 to 10.
• Weeks 2 to 3: full pipeline on your priority roles.
• First 30 days: first hires coming through.
• Days 30 to 60: starting roles filled and additional roles added to your plate.
• By 90 days: data supports that your roles are on track against the hiring plan.

Experience we are looking for

• 2 to 4 years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
• Experience recruiting engineers, ideally hardware roles: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
• A background supporting a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a plus.
• Working technical vocabulary. You know what PCB design, embedded C/C++, RTOS, ROS 2, DFM, and hardware-in-the-loop test mean on a resume, and you're eager to go deeper.
• Strong LinkedIn Recruiter skills with a track record of hires you sourced yourself.
• Comfort working inside client ATS environments, with a bias toward clean data and accurate reporting.
• Confidence working directly with engineering managers and directors.
• Interest in client-facing work and in growing into a senior recruiter role.

Who does well here

• Coachable and fast to apply feedback.
• Proactive and resourceful. You surface problems with a solution already attached.
• Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
• Organized enough to run several searches at once without giving up quality.
• Strong written and verbal communication.
• You build trusted relationships quickly and keep them.

Why this role

• In office in Los Angeles alongside the hardware teams you hire for, or remote anywhere in the US.
• Hands-on coaching from a senior player-coach and a delivery lead invested in your performance.
• A tooling and sourcing stack most internal teams do not have.
• A clear path to senior recruiter, and from there into account management or delivery leadership.
• Full-time W2 role with SecureVision with a flexible compensation package that is tailored to your geographic location and level of experience.
• Comprehensive benefits suite designed to support your well-being, which includes healthcare coverage, paid time off (PTO), and paid company holidays.

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