Talent Acquisition Partner

Responsibilities

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  Own full-cycle recruiting for technical and business roles across Physical AI, including intake, sourcing, candidate engagement, interview management, offer strategy, and closing.
  
  


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  Partner closely with hiring managers to understand business goals, define success profiles, calibrate hiring requirements, and build effective recruiting strategies.
  
  


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  Develop targeted sourcing strategies for specialized talent across robotics, AI, machine learning, software, hardware, systems, infrastructure, product, operations, and other critical functions.
  
  


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  Leverage recruiting data, market intelligence, and candidate feedback to identify hiring bottlenecks, improve recruiting effectiveness, and recommend practical solutions.
  
  


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  Design structured, role-specific interview processes that balance hiring quality, candidate experience, and speed.
  
  


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  Build and optimize talent pipelines across inbound applications, outbound sourcing, employee referrals, and external recruiting partners.
  
  


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  Advise hiring managers on talent market dynamics, candidate calibration, compensation positioning, and closing strategy.
  
  


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  Develop compelling candidate narratives by understanding individual motivations, career goals, competing opportunities, and decision drivers.
  
  


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  Represent RoboForce with professionalism, urgency, and authenticity throughout the hiring process.
  
  

Requirements

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  3+ years of full-cycle recruiting experience, ideally in technical, startup, or other high-performance hiring environments.
  
  


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  Proven success recruiting engineering, AI, robotics, hardware, software, infrastructure, research, systems, or other technically complex roles.
  
  


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  Strong sourcing expertise, including market mapping, competitive intelligence, passive candidate outreach, and relationship building.
  
  


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  Experience leveraging AI tools, recruiting automation, or analytics to improve recruiting effectiveness.
  
  


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  Ability to quickly understand technical domains and partner effectively with hiring managers on hiring priorities, tradeoffs, and evaluation criteria.
  
  


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  Sound judgment in candidate assessment, stakeholder management, interview process design, and offer strategy.
  
  


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  Strong analytical skills with the ability to interpret recruiting funnel metrics, identify trends, and make data-driven recommendations.
  
  


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  Excellent communication and influencing skills, with the confidence to challenge assumptions constructively and drive alignment.
  
  


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  Requires 5 days/week in-office collaboration with the teams.
  
  

Bonus Qualifications

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  Experience building recruiting functions or hiring processes in early-stage startups or founder-led companies.
  
  


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  Experience hiring executive or senior technical leaders.
  
  


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  Experience designing structured interview frameworks, interviewer training, or calibration programs.