Technical Recruiter

**About Us**

Foundation is developing the future of general purpose robotics with the goal to[ ___address the labor shortage._](https://share.polymail.io/v1/z/b/NjYyMmI4MThkNzMw/5alY8ShNDXEosfFKZyUZuTXEhYt3pLjXRmAMVunRXlK3USw6hLs5dIaPO0gp3y9abp6xEAMig9AEKzfLE8sqn9lIByRHH0wlxTOua2tLFeS4A6AYSRquJyiE_S55wF8KMdm4sNe0ayWxxaxD46QNdDhohDtkhjzHNi-B-l7-RgBpoB2A7qEGG7OREui61hIOWHLXwLekOkP6RuciamM65QXdyE_2oZNkrWnABp_ytulRmAmSkFfHSTd445MvXowZ47OKyGx2)

Our mission is to create advanced robots that can operate in complex environments, reducing human risk in conflict zones and enhancing efficiency in labor-intensive industries.

We are on the lookout for extraordinary engineers and scientists to join our team. Your previous experience in robotics isn't a prerequisite — it's your talent and determination that truly count.

We expect that many of our team members will bring diverse perspectives from various industries and fields. We are looking for individuals with a proven record of exceptional ability and a history of creating things that work.

**Our Culture**

We like to be frank and honest about who we are, so that people can decide for themselves if this is a culture they resonate with. Please read more about our culture here[ ___https://foundation.bot/culture_](https://foundation.bot/culture).

**Why Are We Hiring for This Role**

• Own the full cycle. From kickoff to offer acceptance, drafting role profiles, sourcing, screening, managing the candidate experience, running debriefs, negotiating offers, and closing.
• Run deep technical searches. Build pipelines for roles where the talent pool is small and competitive, including AI engineers, mechanical engineers, electrical engineers, VLA scientists, hardware leads, and more.
• Source creatively. Go beyond LinkedIn. Mine arXiv, GitHub, X, conference proceedings, lab pages, and personal networks to find people who aren't on the open market.
• Partner with hiring managers. Calibrate on what "great" looks like, design interview loops that actually measure signals, and push back when the bar is moving in the wrong direction.
• Sell the mission. Translate complex technical work into a compelling story that resonates with senior researchers and engineers who could work anywhere.
• Manage the candidate experience. Be responsive, honest, and high-touch. Candidates should walk away as fans whether or not they get an offer.
• Close offers. Run thoughtful, competitive negotiations and partner with leadership on comp philosophy, equity narratives, and counter-offer strategy.

**What Kind of Person Are We Looking For**

• 2+ years of full cycle technical recruiting experience, ideally including time at a startup or fast-growth tech company
• A track record of closing senior engineers and research candidates.
• Someone who is willing to collaborate in person and is expected to be in the SF office five days a week
• Strong sourcing chops, with your own playbook for finding hard-to-reach candidates that you can show
• Comfort with technical depth: you don't need to write code, but you should be able to read a paper abstract or a GitHub profile and form an informed view
• Excellent written and verbal communication; you can hold your own in a conversation with a Stanford PhD or a staff engineer at a FAANG
• A bias for action and the operational instincts to keep a busy pipeline organized without dropping things
• Comfort with ambiguity and the appetite to build process where none exists
• Prior experience recruiting for AI/ML, robotics, hardware, mechanical and electrical engineering, VLA science, biotech, climate, or other deep tech verticals

**Benefits**

We provide market standard benefits (health, vision, dental, 401k, etc.) and equity. Join us for the culture and the mission, not for the benefits.

**Salary**

The annual compensation is expected to be between $130,000 and $165,000. Exact compensation may vary based on skills, experience, and location.