Five to eight or more years of full-cycle recruiting experience, ideally in-house at an early-stage or high-growth startup.
Experience recruiting for technical, engineering, or hardware roles, including evaluating resumes, conducting intake with engineering leaders, and communicating credibly with technical candidates.
Experience running or contributing to a college recruiting pipeline.
Experience working with and managing contract headhunters or outside recruiting agencies.
Demonstrated success sourcing and closing niche or passive talent in ambiguous, fast-moving environments.
Comfort being the first and only recruiter and building processes rather than inheriting them.
Strong communication skills and confidence engaging with founders and senior leadership as hiring partners.
Responsibilities
Own full-cycle hiring across engineering, business development, and operations, from defining hiring strategy with the founding team through sourcing, closing, and onboarding.
Manage recruiting end to end, including intake with hiring managers, sourcing strategy, pipeline management, interview coordination, and closing.
Recruit across roles and disciplines, from early-career to senior technical, business development, and operations hires.
Build structured, consistent interview and evaluation processes that move at startup speed.
Deliver a strong candidate experience from first outreach through offer, representing the company's culture and mission.
Develop proactive sourcing strategies, including cold outreach, targeted campaigns, and non-traditional channels, to reach passive candidates.
Build and run a college recruiting pipeline for early-career engineering and business development talent.
Identify, vet, and manage relationships with contract headhunters and outside recruiting agencies, deciding when to engage them versus source directly.
Build relationships and networks in engineering, technical, and hardware talent pools relevant to industrial autonomy and artificial intelligence.
Partner with founders and hiring managers to translate ambiguous hiring needs into role scopes, leveling, and compensation frameworks.
Build the early recruiting playbook, including applicant tracking system workflows, sourcing templates, interview guides, and hiring metrics.
Represent the company at recruiting and industry events to build the pipeline and strengthen its employer brand.
Use data and candidate feedback to improve time-to-fill, pipeline quality, and process.
Desired Qualifications
Experience recruiting at a company adjacent to autonomy, robotics, defense, or industrial technology.
Experience building a recruiting function and culture from the ground up at a company with fewer than 50 people.
Familiarity with applicant tracking systems and sourcing tools such as Lever and LinkedIn Recruiter.
Salary Range: 150000 to 200000 (Currency: USD) (Pay period: per-year-salary)
About Lumaril
Lumaril is an industrial autonomy company that increases output at existing plants. Our platform connects to a facility’s control systems, learns how the operation performs at its best, and continuously optimizes production for higher throughput, better yield, and more reliable operations.
We’re actively building a culture that fosters productive collaboration on difficult problems with real-world consequences. We’re early-stage, moving fast, and looking for people who thrive with high autonomy (and high ambiguity).
What You’ll Do
We’re looking for a recruiter to build the team behind Lumaril’s AI-powered autonomy software for industrials. As our first dedicated recruiting hire, you’ll own full-cycle hiring across engineering, business development, and operations, from defining hiring strategy with the founding team through sourcing, closing, and onboarding.
This is not a technical recruiting role in the narrow sense; it’s a generalist, high-ownership role for someone with experience recruiting in technical, hardware, or deep tech environments who knows how to build a hiring engine from scratch. You’ll shape the entire hiring function and culture, working side-by-side with the founding team to build a hiring engine from first principles.
You’ll own:
Full-Cycle Recruiting
Manage full-cycle recruiting end to end: intake with hiring managers, sourcing strategy, pipeline management, interview coordination, and closing
Recruit across a wide range of roles and disciplines, from early-career to senior technical, business development, and operations hires
Build structured, consistent interview and evaluation processes that still move at startup speed
Deliver an excellent candidate experience from first outreach through offer, representing Lumaril’s culture and mission at every touchpoint
Sourcing and Pipeline Development
Develop creative, proactive sourcing strategies, including cold outreach, targeted campaigns, and non-traditional channels, to reach passive candidates
Build and run a college recruiting pipeline for early-career engineering and BD talent
Identify, vet, and manage relationships with contract headhunters and outside recruiting agencies, and know when to bring them in versus source directly
Build early relationships and networks in engineering, technical, and hardware talent pools relevant to industrial autonomy and AI
Partnership and Process
Partner closely with founders and hiring managers to translate ambiguous hiring needs into clear role scopes, leveling, and comp frameworks
Build the early recruiting playbook: ATS workflows, sourcing templates, interview guides, and hiring metrics
Represent Lumaril at recruiting and industry events to build pipeline and strengthen employer brand
Use data and candidate feedback to continuously improve time-to-fill, pipeline quality, and process
Requirements
5-8+ years of full-cycle recruiting experience, ideally in-house at an early-stage or high-growth startup
Experience recruiting for technical, engineering, or hardware roles (you don’t need to be a specialist technical recruiter, but you’re fluent enough to evaluate resumes, run intake with engineering leaders, and speak credibly to technical candidates)
Experience running or contributing to a college recruiting pipeline
Experience working with and managing contract headhunters or outside recruiting agencies
Demonstrated success sourcing and closing niche or passive talent in ambiguous, fast-moving environments
High ownership mentality; comfortable being the first and only recruiter, building process rather than inheriting it
Strong communication skills and confidence engaging with founders and senior leadership as true hiring partners
Nice to Have
Experience recruiting at a company adjacent to autonomy, robotics, defense, or industrial technology
Experience building a recruiting function and culture from the ground up at a company under 50 people
Familiarity with ATS and sourcing tooling (e.g., Lever, LinkedIn Recruiter)
Details
New York (Flatiron) or Los Angeles (El Segundo)
Benefits
Daily lunch at the office
Team colocation every six weeks
Fully paid medical, dental, and vision for employees and families