[Hiring] Player/Coach Recruitment Team Lead @SecureVision

Role Description

You will lead a team of SecureVision recruiters and sourcers embedded with a venture-backed hardware company in Los Angeles that is scaling its engineering team fast. You carry your own engineering searches and you are the team's day-to-day lead: the person the client's Head of Talent and engineering leaders go to first.

You work inside their Slack, their stand-ups, their ATS, and their office, working their hours alongside their internal recruiting team. When candidates come on site, you and your team meet them face to face.

Behind you is the SecureVision RPO engine: 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 you can pull from on any search. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter. Your job is to make the whole team run that way.

What you will own

• Your own searches.
• Full life cycle recruiting for a set of hardware engineering roles: intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date.
• Team performance.
• Coaching.
• Client partnership.
• Calibration in the first 48 hours of every new search.
• The quality bar.
• ARPO throughout the process.
• Reporting with the delivery lead.
• Building the client's own team.

What the first 90 days look like

• Weeks 1 to 2: intakes and calibration complete across your team's roles. First recruiter screens in days 3 to 7, first hiring-manager interviews in days 7 to 10. Weekly rhythm with the Head of Talent in place.
• Weeks 2 to 3: full pipeline on the team's priority roles.
• First 30 days: first hires coming through across the team. Every recruiter on pace against their goal, or on a plan to get there.
• Days 30 to 60: starting roles filled, additional roles added, new team members fully ramped.
• By 90 days: data supports that the client is on track to achieve their engineering hiring plan.

Qualifications

• 7+ years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
• 2+ years leading recruiters, formally as a manager or as a player-coach carrying your own reqs.
• Deep hardware engineering recruiting experience: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
• A background at a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a strong plus.
• Technical fluency.
• Expert-level LinkedIn Recruiter user with a real outbound sourcing track record.
• Judgment on stage fit.
• Executive presence.
• Client-facing experience.

Requirements

• High emotional intelligence and business acumen.
• You raise the team's standard by example first, then by coaching.
• Proactive and resourceful.
• Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
• Able to run several searches, several recruiters, and several stakeholders at once without giving up quality.
• Strong written and verbal communication.

Benefits

• In office in Los Angeles alongside the hardware teams you hire for, or remote anywhere in the US.
• 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.