Senior Technical Recruiter

Neuron Industries (YC S26); Gardena (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

Neuron Industries (YC S26) seeks a hands-on recruiter to work directly with the founders, turning hiring priorities into exceptional hires and building the recruiting function as you go. The role covers technical hiring across electrical engineering, embedded systems, software, AI, and industrial controls.

You’ll own the process from first conversation to an accepted offer, advise on strategy, craft outreach, and move candidates through quickly in an early-stage environment.

Qualifications

• Proven track record independently sourcing and closing difficult technical searches.
• Experience recruiting in-house for engineering roles.
• Ability to advise founders and hiring managers, raise concerns, and recommend a better approach.
• Strong closing skills and clear discussions about compensation, equity, and timing.
• Comfort building structure and processes while performing hands-on recruiting.

Responsibilities

• Turn hiring needs into focused searches in collaboration with founders and hiring managers.
• Build talent maps, research technical communities, and craft outreach with compelling reasons to consider Neuron.
• Develop technical depth to understand engineers' work and how to assess performance.
• Own the candidate relationship, communicate motivations, and keep the process moving.
• Lead offers and closing, including compensation discussions and negotiations.
• Build a recruiting process with scorecards and ATS workflows; use AI to aid research while staying judgment-driven.
• Provide market evidence to guide tradeoffs across requirements, compensation, and timing.

Skills

Sourcing

Closing candidates

Outbound recruiting

Advising founders

Stakeholder management

Job description

You’ll work directly with the founders to turn our hiring priorities into exceptional hires—and build the recruiting function as you go. Your core focus will be technical hiring across electrical engineering, embedded systems, software, AI, and industrial controls. You’ll also support critical business and leadership searches as the company grows.

You’ll own the work from the first conversation about a role through an accepted offer. That means understanding what we need, finding people who are hard to reach, earning their interest, and helping both sides make a well-informed decision.

This is a hands‑on individual contributor role with meaningful influence over how Neuron hires. We need someone who can advise the founders on a difficult search, then write the outreach and get it moving.

What you’ll build

• Turn hiring needs into focused searches. Partner with founders and hiring managers to define the work, the capabilities required, and the evidence that will distinguish a strong candidate. Challenge requirements that unnecessarily narrow the search.


• Find and engage exceptional people. Build talent maps, research relevant teams and technical communities, and write outreach that gives someone a specific reason to consider Neuron.


• Develop technical depth. Learn what our engineers build, which problems they solve, and what strong performance looks like. Run substantive recruiter screens and help interviewers assess the right things.


• Own the candidate relationship. Understand motivations, communicate clearly, keep the process moving, and address concerns early. Give candidates an honest picture of the opportunity and the demands of joining an early team.


• Lead offers and closing. Partner with the founders on compensation, equity, negotiations, and competing opportunities. Build a closing strategy throughout the process.


• Build a recruiting process people trust. Establish useful scorecards, interview plans, feedback habits, and ATS workflows. Make hiring more consistent without adding unnecessary steps. Use AI to improve research, sourcing, and recruiting operations while keeping candidate assessment and communication grounded in your own judgment.


• Bring judgment and market evidence. Show where searches are working, where candidates drop out, and what needs to change. Help the team make realistic tradeoffs across requirements, compensation, and timing.

What you’ve already proven

• A track record of independently sourcing and closing difficult technical searches, including experience recruiting in-house.


• Evidence of strong outbound recruiting. You can explain how you found a candidate, earned their attention, assessed fit, and brought the hire across the finish line.


• The curiosity to learn unfamiliar engineering disciplines and the judgment to distinguish relevant accomplishments from a convincing résumé.


• The confidence to advise founders and hiring managers, raise concerns, and recommend a better approach.


• Strong closing skills, including clear conversations about compensation, equity, risk, and career motivations.


• Reliable execution across multiple searches. You keep commitments, maintain accurate pipelines, and address delays before they become recurring problems.


• Comfort creating structure when the process is still taking shape—and doing the detailed work yourself.

What gets you here faster

• Recruiting in hardware, robotics, aerospace, semiconductors, industrial technology, or another engineering‑intensive environment.


• Owning recruiting at an early‑stage company or building a function, workflow, or sourcing program from scratch.


• Developing technical referral networks, university relationships, or other repeatable sources of talent.