Middle Tech Recruiter (Los Angeles in-office)

Securevision | Recruitment and talent acquisition

2h 31m ago

On-site

Full Time

United States of America

Recruiter: Hardware Engineering, Embedded Recruiting and RPO

SECUREVISION · LOS ANGELES (IN OFFICE) · FULL-TIME · CLIENT FACING RECRUITER

About SecureVision

Since 2015 we have partnered with hundreds of investment-backed tech companies, from seed stage through enterprise, and fill roles across GTM, engineering, and G&A. Our clients include NerdWallet, Affirm, GrubHub, Chili Piper, Danaher, Konica Minolta, and Samsara. We have 496 reviews on G2 with a 4.8 out of 5 star rating.

We were built on one conviction: the gap between a good hire and a great one is exponential, not marginal. Every talent acquisition solution we build is sustainable, predictable, reportable, and scalable.

The role

You will be embedded with a venture-backed hardware company in Los Angeles that is scaling its engineering team fast. Inside their Slack, their stand-ups, their ATS, working their hours, and working directly with their engineering hiring managers. In-office team members work on site five days a week and meet candidates face to face when they come in to interview.

You are part of a SecureVision team led by a senior player-coach, with a delivery lead running performance management and client reporting, a sourcing stack built for outbound at scale, and a decade of process and market expertise behind you. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter.

This is full life cycle recruiting for hardware engineering roles. If you have recruited engineers and want to build real depth in hardware, embedded, and manufacturing hiring, with coaching from people who have done it at scale, this is the seat.

What you will own

Full life cycle recruiting for a set of engineering roles, across multiple specialities: 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.
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.

AI interviewing and text message consent

Part of our screening runs through an AI interviewer. By submitting an application, you agree that SecureVision and its AI interviewing vendor may contact you by text message at the mobile number on your application, including through automated means, to schedule and conduct a first-round screening interview and to send you updates about your application. Reply STOP at any time to opt out. Opting out of text messages does not remove you from consideration. A SecureVision recruiter reviews every AI screening interview. The AI interviewer does not make hiring decisions.

Required Languages

🇬🇧 English

About SecureVision

The role

What you will own

Full life cycle recruiting for a set of engineering roles, across multiple specialities: 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.

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.

AI interviewing and text message consent