Own full lifecycle recruiting for hardware engineering roles: intake, job description optimization, sourcing, screening, interview design, offers, start dates.
Manage team performance with quarterly hiring goals; track pace, identify slippage, and address it with the team.
Coach and onboard new team members to full coverage quickly.
Partner with the client: weekly pipeline reviews with the Head of Talent and engineering leaders; shape requisitions, hiring-manager approvals, and interview scheduling at volume.
Ensure technical depth alignment with the role stack; verify candidates' experience matches requirements.

Jobs at SecureVision

3 active roles from this employer in the JobMatcher catalog.

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About the role

SecureVision is seeking a Senior Recruiter, Team Lead for embedded hardware engineering to join a venture-backed hardware company in Los Angeles, with the option to work remotely anywhere in the United States. This role leads a team of SecureVision recruiters and sourcers embedded with the client, while carrying your own hardware engineering searches. You will work inside the client's Slack, stand-ups, ATS, and office, aligning with their hours and meeting candidates on site when required.

Responsibilities

First 90 days:

Own full lifecycle recruiting for hardware engineering roles: intake, job description optimization, sourcing, screening, interview design, offers, start dates.
Manage team performance with quarterly hiring goals; track pace, identify slippage, and address it with the team.
Coach and onboard new team members to full coverage quickly.
Partner with the client: weekly pipeline reviews with the Head of Talent and engineering leaders; shape requisitions, hiring-manager approvals, and interview scheduling at volume.
Ensure technical depth alignment with the role stack; verify candidates' experience matches requirements.
Maintain ATS data quality, produce weekly metrics, and raise risks with proposed solutions.
Support the client's internal recruiting team and plan handoffs when the engagement scales down.
Weeks 1-2: intake and calibration complete; first recruiter screens and hiring-manager interviews scheduled; establish weekly rhythm with the Head of Talent.
Weeks 2-3: build full pipeline on priority roles.
First 30 days: first hires, main

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Key requirements

Own full lifecycle recruiting for hardware engineering roles: intake, job description optimization, sourcing, screening, interview design, offers, start dates.
Manage team performance with quarterly hiring goals; track pace, identify slippage, and address it with the team.
Coach and onboard new team members to full coverage quickly.
Partner with the client: weekly pipeline reviews with the Head of Talent and engineering leaders; shape requisitions, hiring-manager approvals, and interview scheduling at volume.
Ensure technical depth alignment with the role stack; verify candidates' experience matches requirements.