[Hiring] Technical Sourcer @SecureVision

Role Description

You will be embedded with a venture-backed hardware company in Los Angeles that is scaling its engineering team fast. You own the top of the funnel: finding the engineers who build hardware, getting them interested, and handing them to recruiters ready for a real conversation. Inside the client's Slack, their ATS, and their hours, working alongside SecureVision recruiters and the client's internal recruiting team.

Behind you is the SecureVision RPO engine: a team lead and a delivery lead invested in your performance, a sourcing stack built for outbound at scale, and a decade of process and market expertise you can pull from on any search.

What you will own

• Talent maps for hardware engineering roles across electrical, mechanical, autonomy, firmware and embedded software, and manufacturing and NPI: target companies, teams, and communities where these engineers work.
• Calibration sets within 48 hours of each intake. You build the 10 profiles per role that recruiters walk through with the hiring manager.
• Outbound campaigns live within 48 to 72 hours of kickoff. Multi-touch, multi-channel outreach written so engineers actually answer.
• Response rate. You test messages, subject lines, and targeting, and you report what moves reply rates week over week.
• Screening on paper. Every candidate you hand off has been checked against the role's actual stack, stage fit, and location or on-site requirements, with notes the recruiter can use.
• Inbound coverage for assigned roles when the team needs it.
• Scheduling support for recruiter screens and hiring-manager interviews.
• Clean ATS and CRM data. Every prospect, touch, and status lives in the client's system and stays current.

What the first 90 days look like

• Week 1: calibration sets delivered within 48 hours of each intake. Outreach live within 48 to 72 hours.
• Weeks 2 to 3: full pipeline on your priority roles.
• First 30 days: your sourced candidates reaching hiring-manager interviews, and reply rates improving.
• Days 30 to 60: additional roles added to your plate.
• By 90 days: sourced candidates make up a meaningful share of hires on your roles.

Qualifications

• 2+ years of technical sourcing in a high-growth, fast-paced environment. In-house or agency.
• Experience sourcing engineers, ideally hardware roles: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering.
• A background supporting a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a plus.
• Working technical vocabulary. You can read a hardware engineer's resume and tell PCB design and Altium from mechanical CAD, embedded C/C++ and RTOS from application software, and DFM from test automation.
• Expert-level LinkedIn Recruiter and Boolean search skills. You know how to find engineers who are not on LinkedIn much.
• Outreach writing that gets replies from passive, heavily recruited engineers.
• Comfort working inside client ATS and sourcing tools, with a bias toward clean data.

Who does well here

• Persistent and curious. You like figuring out where hard-to-find people are.
• Data-minded. You track your own funnel and change what isn't working.
• Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
• Organized enough to run several searches at once without giving up quality.
• Strong written communication.

Why this role

• In office in Los Angeles alongside the hardware teams you source for, or remote anywhere in the US.
• A team lead and delivery lead invested in your performance, plus a sourcing stack most internal teams do not have.
• A path into full life cycle recruiting if that is where you want to go.
• 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.