Autonomy Engineering Recruiting Manager

About the role

Nuro Driver is the engineering organization that builds the foundational, end-to-end models powering our autonomous driving system, validates their safety, and makes sure they run efficiently onboard our vehicles. That spans Autonomy, Controls, Systems, and Localization, and the people we hire here define what our technology is capable of. We are looking for a hands-on recruiting manager to build the team behind that. You will lead 4-5 recruiters and personally run the most important searches, from ML and autonomy to systems engineering and beyond. Expect to spend roughly 25% to 50% of your time directly running searches and half building and managing the recruiting team. You will work side by side with engineering leaders and a deeply technical co-CEO who all care deeply about talent density and treat recruiting as a core part of how we win. You will have real influence over who joins, a direct line to the people making those decisions, and the chance to build the recruiting function for one of the most exciting engineering organizations in autonomy.

Responsibilities

• Hiring strategy and execution for Nuro Driver across ML, autonomy, systems engineering, controls, and localization
• Leadership and key-hire searches, run personally from sourcing through close
• A team of 4-5 recruiters, including hiring, coaching, workload, and performance
• Quarterly hiring plans tied to engineering priorities, with clear capacity, timelines, and tradeoffs
• Pipeline and funnel metrics, reviewed weekly with engineering leaders
• Partner directly with engineering directors, VPs, and the co-CEO to define role scope, sharpen the profile, and decide where the real talent pool sits
• Map the market for niche skill sets (perception, planning, prediction, ML infrastructure, state estimation, sensor calibration, safety-critical systems) and build target lists by company, lab, and team
• Run senior searches personally and close candidates who are choosing between multiple strong offers
• Coach recruiters on sourcing depth, technical screening, and selling the mission to people who are hard to impress
• Calibrate with hiring managers on bar, interview design, and decision speed, and push back when the process is