Senior Recruiter, University and Alternative Channels

Shield AI, Inc; Seattle (WA); On-site; USD 110,000 - 160,000; Full time

Job summary

Shield AI, Inc. is seeking a Senior Recruiter to own university recruiting end to end, from campus strategy to full-cycle hiring for interns, co-ops, and new graduates.

You will partner with the internship program team to convert interns to full-time engineers and align with business demand across software, systems, and hardware teams. You will drive campus demand, build the Shield AI campus brand, and manage events, branding, and ROI analysis.

Qualifications

• 5+ years of full-cycle recruiting with focus on university, early-career, or campus recruiting.
• Own campus strategy end-to-end—school selection, events, budget and season execution.
• Proven track record in high-volume technical hiring for engineering roles.
• Partner with senior leaders on workforce planning and demand.
• Strong data instincts: funnel metrics, conversion rates, ROI analysis.

Responsibilities

• Own Shield AI's university recruiting strategy, portfolio, plan, calendar, and budget.
• Lead demand collection for interns, co-ops, and intern-to-FTE conversions with approvals and postings.
• Build campus brand through storytelling, faculty relationships, and student org engagement.
• Represent Shield AI at career fairs, tech talks, and info sessions; build early candidate pipelines.
• Run full-cycle recruiting for intern, co-op, and new grad roles for Aircraft.
• Maintain structured, bias-reduced evaluation; train calibration across teams.
• Extend timely offers and partner with Compensation on salary benchmarking.
• Oversee onboarding readiness and day-1 experience.
• Collaborate with intern program on mentorship, projects, reviews, and events.
• Oversee intern conversion and return-intern/full-time offers; report metrics to reshape strategy.

Skills

Full-cycle recruiting

University recruiting

Data analytics

ATS proficiency

Sourcing tools

Tools

LinkedIn Recruiter

Boolean sourcing

Job description

Shield AI’s future engineering bench is built on campus. We’re looking for a Senior Recruiter to own university recruiting end to end—from campus strategy and full-cycle hiring for interns, co-ops, and new graduates to intern-to-full-time conversion, in close partnership with our internship program team.

You will lead the full university recruiting lifecycle—Plan, Attract, Engage, Assess & Hire, Convert, Retain, and Optimize—across Software Engineering (C++ and autonomy), Systems Engineering, Electrical Engineering, Integration & Test, Mechanical Engineering, and select business functions. You will have real autonomy to shape strategy and clear accountability for outcomes: meeting hiring demand on time, securing offer acceptances in a fiercely competitive market, and converting interns into full-time engineers.

You are equal parts strategist, closer, and program partner. You are as comfortable presenting a school portfolio and ROI analysis to a VP in the morning as you are leading a technical calibration with hiring managers at midday or closing a rising senior with three competing offers that evening.

What You'll Do

• Own Shield AI's university recruiting strategy end to end, including the target school portfolio, annual plan, calendar, and budget for your business
• Lead demand collection with business leaders for interns, co-ops, and intern-to-FTE conversions, driving iHIRE approvals and req postings on schedule for your business
• Build Shield AI's campus brand through technical storytelling, faculty and career center relationships, and engagement with robotics, AI, and diversity student organizations
• Represent Shield AI at career fairs, tech talks, and info sessions, and build early pipelines of high-potential candidates ahead of req approval
• Run full-cycle recruiting for all intern, co-op, and new grad roles for Aircraft
• Maintain a structured, bias-reduced evaluation process and run intern interview training and calibration to keep the bar consistent across teams and sites
• Extend timely offers within the standard framework by role, location, and level, and partner with Compensation on salary and housing stipend benchmarking
• Own the accepted-offer-to-Day-1 experience to reduce reneges and strengthen onboarding readiness
• Partner with the intern program team on mentorship matching, project scoping, reviews, and intern events
• Own the intern conversion cycle, from identifying full-time-eligible interns through extending return-intern and full-time offers
• Report on demand fulfillment, offer and accept rates, conversion, diversity, and school ROI, and use those metrics to reshape each season's strategy

Required Qualifications

• 5+ years of full-cycle recruiting experience, with at least 3 years focused on university, early-career, or campus recruiting
• Demonstrated ownership of a campus strategy end to end — school selection, event planning, budget, and season execution — not just requisition execution
• Track record of high-volume technical hiring for engineering roles, and of closing candidates in a competitive market
• Experience partnering directly with senior business and engineering leaders on workforce planning and demand
• Strong data instincts: you build and use funnel metrics, conversion rates, and ROI analysis to make decisions and to influence leaders
• Proficiency with an ATS and sourcing tools; comfort building process, templates, and reporting from scratch
• Excellent written and verbal communication; you represent the company credibly to students, faculty, and executives
• Willingness to travel during peak campus season
• A demonstrated record of working hard, being a trustworthy teammate, holding yourself and others to high standards, and being kind to others

Preferred Qualifications

• Experience recruiting in AI, robotics, aerospace, or defense technology
• Experience running or supporting an internship or co-op program, including intern-to-full-time conversion processes
• Familiarity with U.S. defense-industry hiring considerations, including export control (ITAR/EAR) and work authorization requirements for early-career candidates