SecureVision is seeking a Tech Recruiter to be embedded with a venture-backed hardware company in Los Angeles, CA. The role is full-time and can be performed in-office in Los Angeles or remotely across the United States (Remote OK). You will be part of SecureVision's team, working directly with engineering hiring managers, supported by a senior player-coach, a delivery lead, and a robust outbound sourcing stack to scale hiring for hardware engineering roles. This is full lifecycle recruiting for hardware engineering positions including electrical, mechanical, firmware and embedded software, autonomy and robotics, manufacturing, NPI, and test engineering.

You will own end-to-end recruiting: intake, job description optimization, sourcing, screening, interview scheduling, offer support, close, and start date. You will calibrate quickly, bringing multiple candidate profiles to the hiring manager; conduct strategic outbound sourcing as engineers in hardware often do not apply, and handle inbound applications as well. You will screen candidates for technical fit against the role's stack, behavioral fit, stage fit, and identity verification, maintain a tight hiring-manager loop with 24-hour follow-up, and track ARPO metrics and clean ATS data to ensure a smooth candidate experience.

What the first 90 days look like: - Weeks 1–2: intake and calibration; first recruiter screens in days 3–7; first hiring-manager interviews in days 7–10. - Weeks 2–3: build full pipeline on priority roles. - Days 30–60: start filling roles; add new ones. - By 90 days: data shows roles on track agains

SecureVision is seeking a Tech Recruiter to be embedded with a venture-backed hardware company in Los Angeles, CA. The role is full-time and can be performed in-office in Los Angeles or remotely across the United States (Remote OK). You will be part of SecureVision's team, working directly with engineering hiring managers, supported by a senior player-coach, a delivery lead, and a robust outbound sourcing stack to scale hiring for hardware engineering roles. This is full lifecycle recruiting for hardware engineering positions including electrical, mechanical, firmware and embedded software, autonomy and robotics, manufacturing, NPI, and test engineering.

You will own end-to-end recruiting: intake, job description optimization, sourcing, screening, interview scheduling, offer support, close, and start date. You will calibrate quickly, bringing multiple candidate profiles to the hiring manager; conduct strategic outbound sourcing as engineers in hardware often do not apply, and handle inbound applications as well. You will screen candidates for technical fit against the role's stack, behavioral fit, stage fit, and identity verification, maintain a tight hiring-manager loop with 24-hour follow-up, and track ARPO metrics and clean ATS data to ensure a smooth candidate experience.

What the first 90 days look like: - Weeks 1–2: intake and calibration; first recruiter screens in days 3–7; first hiring-manager interviews in days 7–10. - Weeks 2–3: build full pipeline on priority roles. - Days 30–60: start filling roles; add new ones. - By 90 days: data shows roles on track agains