{"schemaVersion":"jobsearcher.job.v1","id":"10a891f05ab842e0410ddf61","url":"https://jobsearcher.com/jobs/10a891f05ab842e0410ddf61","canonicalUrl":"https://jobsearcher.com/jobs/10a891f05ab842e0410ddf61","title":"Senior Technical Recruiter","description":"Senior Technical Recruiter\nLocation: London, Boston, or Stuttgart\nEmployment Type: Full time\nLocation Type: Hybrid\nDepartment: Talent\n\nWho We Are:\nWe build the intelligence that lets robots sense, reason, and act in the real world, moving beyond the lab and into everyday industrial settings like warehouses and factories. Our technology closes the automation gaps that traditional systems can't solve. We are on a mission to redefine how physical work gets done, and we're looking for curious, bold thinkers to help shape the future of robotics with us.\n\nOverview:\nWe're scaling fast across research, engineering, and deployment as Cortex, our vision-language-action model, moves into more live robotic cells across the EU and US. We're looking for a Senior Recruiter to own full-cycle recruiting for a portfolio of roles, working closely with hiring managers to build pipelines, run a rigorous process, and close strong candidates in a market where the best people have options. You'll operate with real autonomy over your reqs and be expected to build process, not just execute one handed to you.\n\nYour Responsibilities:\n\nFull-Cycle Recruiting & Ownership\n\nOwn full-cycle recruiting for a portfolio of roles, from intake through offer, ensuring a consistent and high-quality candidate experience at every stage\n\nManage offer strategy and negotiation in partnership with hiring managers and leadership, keeping compensation and equity consistent with internal bands\n\nTrack time-in-stage across your pipelines and proactively unblock stalled candidates rather than waiting for a hiring manager to flag it\n\nHiring Manager Partnership & Process Design\n\nPartner directly with hiring managers to define role requirements, calibrate the interview process, and align on what a strong hire actually looks like for each position\n\nBuild and refine scorecards, structured interview kits, and screening criteria specific to each function you own\n\nCoach and calibrate interviewers on assessment standards, turning subjective impressions into structured, defensible hiring decisions\n\nPipeline & Sourcing\n\nBuild and manage a healthy, prioritized pipeline across inbound and outbound channels, balancing sourcing effort against proven high-yield channels\n\nRun proactive outbound sourcing for specialist or hard-to-fill roles instead of relying on inbound alone\n\nManage relationships with external agencies and vendors where used, including scoping engagements and monitoring fee exposure\n\nData & Process\n\nMaintain accurate, up-to-date candidate and requisition data in Ashby, supporting reliable reporting on pipeline health, conversion rates, and time-to-hire\n\nFlag process gaps or bottlenecks early, and contribute directly to the tools and playbooks the Talent function is still building out\n\nQualifications:\n\nEducation and Experience\n\n4+ years of full-cycle recruiting experience, ideally spanning both technical and non-technical hiring\n\nExperience recruiting in a startup or fast-growth environment, comfortable owning a high volume of live reqs with limited support\n\nNo specific degree requirement; track record matters more than credentials\n\nSkills\n\nStrong command of structured interviewing and competency-based assessment, not just informal impression-based screening\n\nProven ability to source and close passive candidates through outbound channels, not just manage what comes in\n\nComfortable partnering directly with hiring managers and pushing back when a process or bar needs to change\n\nFluent in an ATS (Ashby or equivalent), with the discipline to keep data clean and reporting-ready\n\nAdditional Skills / Nice to Have\n\nExperience recruiting for robotics, hardware, or deep-tech companies\n\nExperience recruiting across multiple geographies, particularly EU and US\n\nGerman fluency\n\nExperience building recruiting processes from scratch rather than only operating within an existing one\n\nWhat We Offer:\n\nWellpass (gym membership)\n\nFlexible working hours\n\nA motivated team and an open corporate culture\n\nCompetitive compensation and excellent career development opportunities","company":"Sereact","rawCompany":"sereact","city":"East Boston","state":"MA","isRemote":false,"isActive":false,"createdAt":"2026-09-04T09:45:30.725Z","occupations":[{"code":"13-1071.00","title":"Human Resources Specialists","slug":"human-resources-specialists"},{"code":"27-2012.04","title":"Talent Directors","slug":"talent-directors"},{"code":"17-2199.08","title":"Robotics Engineers","slug":"robotics-engineers"}],"industries":[{"code":"561311","title":"Employment Placement Agencies","slug":"employment-placement-agencies"},{"code":"561312","title":"Executive Search Services","slug":"executive-search-services"},{"code":"333248","title":"All Other Industrial Machinery Manufacturing","slug":"all-other-industrial-machinery-manufacturing"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Senior Technical Recruiter","description":"Senior Technical Recruiter\nLocation: London, Boston, or Stuttgart\nEmployment Type: Full time\nLocation Type: Hybrid\nDepartment: Talent\n\nWho We Are:\nWe build the intelligence that lets robots sense, reason, and act in the real world, moving beyond the lab and into everyday industrial settings like warehouses and factories. Our technology closes the automation gaps that traditional systems can't solve. We are on a mission to redefine how physical work gets done, and we're looking for curious, bold thinkers to help shape the future of robotics with us.\n\nOverview:\nWe're scaling fast across research, engineering, and deployment as Cortex, our vision-language-action model, moves into more live robotic cells across the EU and US. We're looking for a Senior Recruiter to own full-cycle recruiting for a portfolio of roles, working closely with hiring managers to build pipelines, run a rigorous process, and close strong candidates in a market where the best people have options. You'll operate with real autonomy over your reqs and be expected to build process, not just execute one handed to you.\n\nYour Responsibilities:\n\nFull-Cycle Recruiting & Ownership\n\nOwn full-cycle recruiting for a portfolio of roles, from intake through offer, ensuring a consistent and high-quality candidate experience at every stage\n\nManage offer strategy and negotiation in partnership with hiring managers and leadership, keeping compensation and equity consistent with internal bands\n\nTrack time-in-stage across your pipelines and proactively unblock stalled candidates rather than waiting for a hiring manager to flag it\n\nHiring Manager Partnership & Process Design\n\nPartner directly with hiring managers to define role requirements, calibrate the interview process, and align on what a strong hire actually looks like for each position\n\nBuild and refine scorecards, structured interview kits, and screening criteria specific to each function you own\n\nCoach and calibrate interviewers on assessment standards, turning subjective impressions into structured, defensible hiring decisions\n\nPipeline & Sourcing\n\nBuild and manage a healthy, prioritized pipeline across inbound and outbound channels, balancing sourcing effort against proven high-yield channels\n\nRun proactive outbound sourcing for specialist or hard-to-fill roles instead of relying on inbound alone\n\nManage relationships with external agencies and vendors where used, including scoping engagements and monitoring fee exposure\n\nData & Process\n\nMaintain accurate, up-to-date candidate and requisition data in Ashby, supporting reliable reporting on pipeline health, conversion rates, and time-to-hire\n\nFlag process gaps or bottlenecks early, and contribute directly to the tools and playbooks the Talent function is still building out\n\nQualifications:\n\nEducation and Experience\n\n4+ years of full-cycle recruiting experience, ideally spanning both technical and non-technical hiring\n\nExperience recruiting in a startup or fast-growth environment, comfortable owning a high volume of live reqs with limited support\n\nNo specific degree requirement; track record matters more than credentials\n\nSkills\n\nStrong command of structured interviewing and competency-based assessment, not just informal impression-based screening\n\nProven ability to source and close passive candidates through outbound channels, not just manage what comes in\n\nComfortable partnering directly with hiring managers and pushing back when a process or bar needs to change\n\nFluent in an ATS (Ashby or equivalent), with the discipline to keep data clean and reporting-ready\n\nAdditional Skills / Nice to Have\n\nExperience recruiting for robotics, hardware, or deep-tech companies\n\nExperience recruiting across multiple geographies, particularly EU and US\n\nGerman fluency\n\nExperience building recruiting processes from scratch rather than only operating within an existing one\n\nWhat We Offer:\n\nWellpass (gym membership)\n\nFlexible working hours\n\nA motivated team and an open corporate culture\n\nCompetitive compensation and excellent career development opportunities","datePosted":"2026-09-04T09:45:30.725Z","dateModified":"2026-09-04T09:45:30.725Z","hiringOrganization":{"@type":"Organization","name":"Sereact","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"East Boston","addressRegion":"MA","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"10a891f05ab842e0410ddf61"},"url":"https://jobsearcher.com/jobs/10a891f05ab842e0410ddf61"}}