Role Description We're looking for a Technical Sourcer to own the top of our engineering recruiting funnel. This is a high-impact role focused on one thing: consistently finding and engaging exceptional technical talent. You'll partner directly with our recruiting and engineering teams to build pipelines for software engineers, AI/ML engineers, data engineers, and other technical roles. This role is ideal for someone with experience in outbound sales, recruiting, or sourcing who enjoys building relationships, thrives on ambitious goals, and loves the challenge of finding hard-to-reach talent. What You'll Do - Build high-quality pipelines for technical roles using LinkedIn Recruiter, Noon.ai, Ashby, and other sourcing tools. - Identify exceptional engineers who fit our hiring bar. - Craft personalized outreach that gets responses from top candidates. - Conduct recruiter screens and evaluate technical candidates before advancing them. - Partner closely with hiring managers to understand hiring needs and refine search strategies. - Continuously improve sourcing strategies, messaging, and recruiting processes. - Track pipeline metrics and consistently exceed weekly sourcing and intro goals. What Success Looks Like - Building consistent pipelines for our highest-priority engineering roles. - Scheduling a high volume of qualified technical introductions each week. - Maintaining an exceptional quality bar while moving quickly. - Becoming a trusted partner to engineering hiring managers. What We've Already Built We've invested heavily in our recruiting infrastructure so you won't be starting from scratch. You'll have access to: - Detailed Ideal Candidate Profiles (ICPs) - Proven sourcing playbooks - Outreach templates with strong response rates - Robust workflows in Ashby - LinkedIn Recruiter and Noon.ai - Structured interview processes and scorecards After a short onboarding, you'll have everything you need to start building pipeline immediately. We're Looking For Someone Who - Has experience in sourcing, recruiting, outbound sales, business development, or SDR work. - Loves prospecting and isn't afraid of difficult searches. - Can quickly identify strong technical talent. - Writes thoughtful, personalized outreach. - Is highly organized and data-driven. - Thrives in fast-paced startup environments. - Takes ownership and enjoys improving systems. - Technical recruiting experience is a plus but not required. We care more about curiosity, hustle, strong judgment, and the ability to learn quickly. Compensation & Benefits - $150,000 base salary - Uncapped performance-based variable compensation - Meaningful equity - Comprehensive health benefits - Opportunity to help build one of the fastest-growing AI companies from the ground up 🌴 Perks + Benefits - Equity - Paid Relocation - Unlimited PTO - 401(K) through Vestwell - Provided MacBook - Fully Paid Health, Dental, and Vision plans - Catered Lunches on Fridays - Free team dinners - Unlimited coffee and snacks featuring our brands

• Oversee the selection process including identifying and assessing candidates, conducting initial phone screens, facilitating interviews and gathering feedback from our clients and candidates. • Build and maintain a strong network of candidates through market research and ongoing bench management, demonstrating the ability to anticipate client needs and hiring manager preferences by delivering strong submit-to-interview and interview-to-offer ratios. • Develop a creative and proactive recruitment strategy to identify both passive and active candidates. • Present strong talent for open positions and overcome objections in the hiring process. • Consult with hiring managers (clients) in final selections, compensation and recruitment processes focusing on adding value and doing what is best for the client. • Maintain strong client and candidate relationships and satisfaction. • Ensure weekly and monthly submit and hire goals are met. • Update and maintain reports, such as applicant tracking system data and reports, along with other related administrative responsibilities.

• Source high-quality engineering talent using LinkedIn Recruiter, GitHub, Google X-Ray searches, job boards, and other sourcing tools. • Build talent pipelines for software engineering, AI, robotics, infrastructure, hardware, and technical leadership positions. • Conduct outreach campaigns through LinkedIn, email, and other channels. • Perform initial candidate qualification conversations to assess technical background, career goals, compensation expectations, and interest. • Present qualified candidates to Technical Recruiters with detailed notes and recommendations. • Maintain accurate records within our ATS and CRM. • Continuously improve sourcing strategies, messaging, and conversion rates. • Partner with recruiters to prioritize searches and meet client hiring timelines. • Stay informed on technical hiring trends, emerging technologies, and competitive talent markets.

• Own full-cycle recruiting for technical roles, with an emphasis on semiconductor, silicon, hardware, systems, software, and AI infrastructure hiring. • Partner with hiring managers to define role requirements, interview plans, sourcing strategies, candidate profiles, and evaluation criteria. • Build targeted sourcing strategies for specialized talent across semiconductor, silicon design, hardware engineering, systems engineering, networking, data center infrastructure, embedded systems, firmware, software, and related domains. • Identify, engage, and nurture passive candidates through thoughtful outreach and long-term relationship building. • Manage candidates through the full hiring process, including intake, sourcing, screening, interview coordination, feedback collection, offer support, and close. • Ensure a high-quality candidate experience that reflects our culture, pace, and technical depth. • Use Ashby and related recruiting tools to maintain accurate pipeline data, track activity, and provide hiring updates to leadership. • Help improve recruiting processes, including interview structure, scorecards, pipeline reporting, candidate communications, and hiring manager workflows. • Partner with People Operations, Finance, and leadership on headcount planning, offer approvals, compensation alignment, and onboarding handoffs. • Represent the company in the market with professionalism, credibility, and a clear understanding of our technical mission. • Travel occasionally for company meetings, recruiting events, hiring manager sessions, and onsite interview support.