Manager, Recruiting
About the job
- At least 5 years of full-cycle recruiting experience and at least 2 years directly managing a team of recruiters, sourcers, and coordinators.
- A track record hiring for both technical roles, such as engineering, AI/ML, research, or specialized deep-tech roles, and non-technical roles, such as go-to-market, sales, operations, or business.
- Experience building or scaling a recruiting function within a fast-growing startup.
- Expert-level sourcing skills, including LinkedIn Recruiter, Boolean and X-ray search, AI sourcing tools, and Ashby, with a record of closing top talent in competitive offer situations.
- Ability to build and use recruiting dashboards to guide team and process decisions.
- Ability to manage multiple open requisitions and a team's pipeline against aggressive targets in a fast-paced, high-intensity, in-person startup environment.
- Executive-level communication and judgment to advise the CEO, founding team, and hiring managers.
- Ability to translate complex technical and business requirements into compelling narratives for candidates.
- Availability to engage deeply when critical candidates or team needs arise, including willingness to work additional hours for critical hiring milestones.
- Lead, coach, and grow a team of technical and non-technical recruiters, sourcers, and recruiting coordinators.
- Carry a personal full-cycle requisition load across technical searches in AI/ML, research, computational fluid dynamics and physics simulation, and engineering, as well as non-technical searches in go-to-market, sales, and operations.
- Own recruiting objectives and key results and capacity planning by translating hiring plans into team capacity and requisition allocation, and reallocating resources as priorities shift.
- Partner with the CEO, founding team, and hiring managers to define roles, ideal candidate profiles, and hiring strategies for each open requisition.
- Build and maintain talent pipelines for difficult-to-fill niches ahead of demand.
- Own recruiting metrics, including pipeline conversion, time-to-hire, sourcing effectiveness, and offer acceptance.
- Set candidate-experience standards from initial outreach through offer and close.
- Build the company's reputation as a destination for talent across AI/ML, research, computational fluid dynamics and physics simulation, engineering, go-to-market, sales, and operations.
- Coach recruiters and hiring managers on sourcing strategy, technical and business fluency, and closing.
- Build the recruiting function's team structure and processes, and personally close hires.
- Prior experience recruiting for highly technical startups from seed through Series C and through hypergrowth from 0 to more than 500 employees.
- Experience recruiting for deeply technical or specialized roles.
- Experience building recruiting infrastructure, including applicant tracking system setup, interview process design, and compensation bands.
- An existing network across AI research, deep tech, recruiting, and go-to-market or sales talent communities.
About the company
UniversalAGI operates as a forward-deployed AI lab that builds and deploys autonomous AI agents for enterprises and government organizations. Its platform provides the infrastructure, talent, and security needed to turn business concepts into production-ready AI applications that work with an organization’s most sensitive data. The system includes a suite of agents and automation tools and can often convert a concept into a working app in under an hour using natural language inputs, with emphasis on security, scale, and adaptability. The company differentiates itself by embedding expert AI teams with clients to deliver mission-critical, production-grade AI—often in secure or air-gapped environments for sensitive national data—and by combining no-code capabilities with enterprise-grade AI transformations. UniversalAGI aims to enable rapid, secure AI adoption across both private and public sectors, delivering autonomous, reliable AI solutions for complex, data-sensitive challenges.
Company Size
11-50
Company Stage
N/A
Total Funding
N/A
Headquarters
San Francisco, California
Founded
N/A
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Simplify's Take
What believers are saying
- Precisely podcast coverage in February 2026 validates enterprise interest in agentic data integrity.
- 2026 hiring for technical product and ML infrastructure roles signals active product commercialization.
- Research posts in August 2026 show rapid model iteration and stronger technical storytelling.
What critics are saying
- ZipRecruiter postings show multiple open roles, signaling a tiny, execution-heavy team.
- If LIFT misses accuracy claims, engineering customers abandon it for established CFD vendors.
- Dependence on founder-led enterprise sales makes UniversalAGI fragile before repeatable revenue.
What makes UniversalAGI unique
- UniversalAGI positions itself as “OpenAI for Physics” for industrial simulation.
- 2026 jobs cite LIFT architecture, replacing CFD solvers with seconds-fast physics outputs.
- Its air-gapped, sensitive-data deployment focus targets defense, aerospace, and government buyers.
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Benefits
- Health Insurance
- Dental Insurance
- Vision Insurance
- 401(k) Retirement Plan
- Paid Vacation
- Commuter Benefits
- Meal Benefits
- Team Building & Fun Activities
- Wellness Program
- Company Equity