Recruiter

Physical Intelligence; California (MO); On-site; USD 90,000 - 140,000; Full time

Job summary

Physical Intelligence is seeking an Operations Recruiter in the San Francisco Bay Area to own the high-volume recruiting funnel from generation through screening. You will build a steady flow of candidates for Robot Operator and related roles, and partner with local organizations to sustain pipelines.

You’ll screen candidates, ensure strong trial conversion, and maintain weekly targets while delivering a top-tier candidate experience in a fast-moving startup.

Qualifications

• Experience recruiting hourly/high-volume roles end-to-end.
• Personally screen a high volume of candidates weekly.
• Build local candidate pipelines through community orgs, schools, events, referrals & partnerships.
• Track funnel metrics and improve sourcing based on data.
• Clear, warm, timely communication with diverse candidates.
• Strong organization in a fast-moving startup environment.
• Experience with work trials, skills assessments, or on-the-job evaluations.
• Familiarity with Ashby ATS and automating scheduling/candidate communications.
• Experience building recruiting processes from scratch at startups.
• Existing Bay Area relationships with workforce development orgs & schools.

Responsibilities

• Own recruiting funnel from candidate generation through screening.
• Generate qualified candidate flow for Robot Operator and operations roles.
• Manage channels: job boards, referrals, local partnerships, events, schools.
• Conduct initial screens evaluating reliability, communication, attention to detail, motivation.
• Hit weekly hiring targets; maintain visibility into candidate volume and starts.
• Deliver a great candidate experience with clear communication about process and expectations.
• Build recruiting partnerships with Bay Area organizations for durable pipelines.
• Improve hiring system with repeatable processes and data-driven tweaks.

Skills

High-volume recruiting

Screening efficiency

Local recruiting engine

Funnel metrics tracking

Candidate communication

Organizational skills

Work trials & assessments

Ashby ATS familiarity

Automation of scheduling

Startup environment

Bay Area relationships

Tools

Ashby ATS

Scheduling tools

Job description

Who you are

• This isn't a traditional corporate recruiting role. We're looking for someone who has recruited hourly workers at meaningful volume, can personally screen a large number of candidates efficiently, and knows how to build a repeatable local recruiting engine in San Francisco
• Experience recruiting hourly or high-volume roles (e.g., operations, warehouse, retail, hospitality, manufacturing, or field roles) where you owned sourcing and screening end to end
• A track record of personally screening a high volume of candidates each week while holding a consistent bar
• Hands-on experience building local candidate pipelines through community organizations, schools, events, referrals, and partnerships — ideally in the San Francisco Bay Area
• Comfort tracking funnel metrics and adjusting sourcing based on what the data says about conversion and downstream quality
• Clear, warm, and timely communication with candidates from a wide range of backgrounds
• Strong organization and follow-through in a fast-moving environment where hiring demand changes quickly
• Experience recruiting for roles that use work trials, skills assessments, or on-the-job evaluations as part of the hiring process
• Familiarity with Ashby or a similar ATS, and with automating scheduling and candidate communications
• Experience at an early-stage startup or another environment where you built recruiting processes from scratch
• Existing relationships with Bay Area workforce development organizations, community colleges, or trade programs

What the job involves

• As Pi's Operations Recruiter, you'll own the recruiting funnel from candidate generation through screening: creating enough qualified candidate flow, conducting initial screens, deciding who advances, and handing strong candidates to the operations team for work trials
• Over time you'll also support hiring for adjacent site-based roles such as copilots, shift leads, technicians, and props staff
• Build the Candidate Funnel: Generate a consistent pipeline of qualified candidates for Robot Operator and related operations roles — enough applicants to meet hiring plans and predictable weekly screen volume. Develop and manage channels including job boards, referrals, local partnerships, recruiting events, community organizations, and schools, and experiment with new acquisition channels as hiring demand shifts
• Own Candidate Screening: Conduct initial screens for Robot Operator and other high-volume operations candidates, evaluating for reliability, communication, attention to detail, availability, motivation, and fit for the work. Hold a clear, consistent bar for who advances to a work trial, aiming for strong screen-to-trial conversion, high trial attendance, and high pass rates among the candidates you advance
• Own Recruiting Throughput: Keep enough candidates at each stage of the funnel to hit weekly hiring targets, and maintain accurate visibility into expected candidate volume, upcoming trials, conversions, and starts
• Deliver a Great Candidate Experience: Communicate clearly and promptly with candidates about the job, hiring process, schedule, compensation, and expectations, so that offer-to-start conversion stays strong and the hiring experience reflects well on Pi even at high volume
• Build Recruiting Partnerships: Build relationships with organizations that can become durable sources of candidates. Work closely with operations leadership to understand hiring needs and candidate quality, gather feedback from work trials and managers, and use downstream performance to sharpen the recruiting profile and your screening decisions
• Improve the Hiring System: Build simple, repeatable processes for high-volume recruiting. Track funnel conversion and performance by source, identify where candidates drop out, learn which sources produce the employees who actually start and succeed, improve messaging, scheduling, screening, and follow-up, and automate administrative recruiting work where possible