• Lead and execute end-to-end process for specialized technical roles including Software Engineering, AI/ML, Data Science, and Operations Research Scientists. • Collaborate closely with hiring managers and the Manager of People Operations to scope roles, align on candidate profiles, and drive efficient hiring decisions. • Proactively build a pipeline of elite passive talent within the AI and Defense sectors, with a focused lens on candidates holding (or eligible for) security clearances. • Continuously refine interview process and feedback mechanisms to ensure a top-notch experience that reflects our brand. • Support in the evolution of our onboarding program from a manual process into a scalable, “day-one ready” experience that integrates new hires quickly. • Identify and resolve friction points in the employee lifecycle – from offboarding workflows to documentation and data integrity.

• Source, identify, and engage passive and active candidates through various channels (LinkedIn, GitHub, Stack Overflow, job boards, referrals, etc.). • Develop and execute creative sourcing strategies to build a strong pipeline of qualified candidates for current and future hiring needs. • Conduct technical screenings and initial interviews to assess candidates’ skills, experience, and cultural fit. • Collaborate with hiring managers to define job requirements, role expectations, and ideal candidate profiles. • Provide a positive and professional candidate experience throughout the recruitment process. • Communicate clearly and promptly with candidates, providing feedback and updates. • Coordinate and schedule interviews, ensuring a smooth and efficient process. • Partner with hiring managers and technical teams to understand their needs and priorities. • Advocate for candidates and provide insights to help hiring teams make informed decisions. • Build strong relationships with internal stakeholders to align recruitment efforts with business goals. • Stay up-to-date with industry trends, salary benchmarks, and competitive hiring practices. • Share market insights and recommendations with the team to improve recruitment strategies. • Track and analyze recruitment metrics (time-to-hire, source effectiveness, offer acceptance rates, etc.). • Continuously improve recruitment processes and tools to enhance efficiency and effectiveness.

• Lead full‑cycle recruiting Engineering (Data Engineers, Product Engineers, Cloud Architects, AI Engineers, etc.) • Deliver 20+ successful hires over a 3‑month engagement, balancing speed with quality • Partner closely with Engineering Leaders to understand business priorities, role requirements, and ideal candidate profiles • Proactively source talent through LinkedIn, referrals, job boards, and market mapping—going beyond inbound applicants • Conduct thorough candidate screening, assessment, and interview coordination • Manage offer processes, including candidate negotiation and offer acceptance • Maintain accurate documentation and tracking within the ATS and recruiting dashboards • Serve as a brand ambassador for Presidio, delivering a professional and engaging candidate experience • Provide regular updates on pipeline health, hiring progress, and risks to delivery timelines

Title: Technical Recruiter Location: New York We're a small People team, and we're hiring a Recruiter to help us scale through the next phase. This is a full-cycle generalist role: you'll own searches across both technical and commercial functions, from sourcing to close. You'll report to and work directly with the Head of Operations, partnering with hiring managers across engineering, product, pre and post-sales. This is a real seat at the table: you'll advise on what good looks like, push back when a role isn't ready, and hold the bar. What You'll Do - Own full-cycle hiring for technical and commercial roles across New York - Partner with hiring managers to define role scope, success criteria, and sourcing strategy — shape briefs, don't just execute them - Run structured, consistent processes that move fast without compromising quality - Use data to understand what's working: pipeline health, conversion rates, and quality of hire - Deliver a candidate experience that reflects Modo — clear, honest, and fast - Help develop how the recruiting function operates as we grow What You Bring - A couple years of full-cycle recruiting experience, with a mix of technical and commercial hiring - A startup or scaleup background - you know how to hire well without much infrastructure behind you - Experience in or genuine enthusiasm for the energy and cleantech sector - this is the market we care about, and it helps to care too - Strong instincts for what makes a good hire - you advise rather than just execute - Data literacy: you track your pipeline, know your numbers, and use them to improve - Low ego, high ownership, bias to action - you push back when something's off and own it when things don't go right - This is an early hire in a deliberately small team. Spend 6-12 months getting deeply embedded across the People function at Modo, and there’s a chance that this could grow into a People leadership role. Important Details We are an in-person company. Everyone works in the office Tuesday through Thursday, with flexibility on Mondays and Fridays. Modo offers a competitive salary, potentially life-changing equity, and top-of-market benefits. You'll have real ownership from day one, work alongside some of the brightest people in the industry, and be part of a company that's defining a new category in the global energy market. We're hybrid: everyone works Tuesday to Thursday in office, with Monday and Friday flexible. We offer top-of-market compensation, equity for every employee, and the space to take your career wherever you want it to go.