Recruiter

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include boilerplate like EEO, legal, etc. Must preserve all substantive info. We need to parse the posting. Key content: - Intro about Tenstorrent: leading AI technology, etc. Could be "About the role" or maybe "About the company"? The instruction says use headings for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly. We have description of role: "Tenstorrent is hiring full time and contract recruiters... You would carry a portfolio spanning hardware, AI software and go-to-market, and own each search from the hiring manager intake through the accepted offer: the spec, the level call, the market read, what the loop tests, and the close. When you think the bar is wrong, you'll have direct influence with the hiring team to make a change. This is a generalist seat. In a given quarter you might be hiring silicon design and verification, compiler and ML framework engineers, and a go-to-market leader. Deep expertise in all three is not the expectation and nobody here has it. What the role requires is getting to a defensible read in territory you do not know: what to ask, whose judgment to borrow, and what you will not conclude on your own. This role is remote, with global opportunities. We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting." That's responsibilities. Then "Who You Are" bullet points: list of traits. Could be Requirements or Qualifications or Skills. We need to decide. Then "What We Need": list of requirements: owned searches end to end, technical and go-to-market both count, closed senior candidates who held a better-paying offer, can say what they wanted that was not money, can turn a vague hiring manager need into a written spec with a level call and a stated trade, re-open must-haves when level or budget moves, watch a small number of numbers on your own searches, changed course because of one. Then "What You Will Learn": list of learning outcomes. Then "Compensation for this role ranges from $100,000 to $177,000 base, plus equity and a bonus target. Experience, skills, education, background and location all impact the actual offer made. Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer." Also mention export control etc but that's legal boilerplate; we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The export control is legal; we should remove it. Also "equal opportunity employer" is EEO boilerplate; remove. So we keep compensation and benefits mention. Thus we have sections: - About the role: maybe a brief intro about Tenstorrent and the role? Could be "About the role" containing the description of the role (the first paragraph after intro). But we also have responsibilities separate. Could combine. Better: "About the role" could contain overview: Tenstorrent leading AI tech, hiring recruiters, remote, etc. Then "Responsibilities" could be bullet list of duties: owning searches end-to-end, portfolio spanning hardware, AI software, go-to-market, spec, level call, market read, loop tests, close, influencing bar, hiring silicon design, verification, compiler, ML framework engineers, go-to-market leader, getting defensible read in unknown territory, etc. "Requirements" could be the "Who You Are" traits? Or "Qualifications"? Usually Requirements are mandatory; Qualifications are desired. But we can decide. We have "Who You Are" list: you form your own view of a candidate, you read what someone actually built, shipped, taped out or carried, you can say which parts of a profile are outside your judgment and how you would get to an answer, you would rather give a hiring manager unwelcome news early than manage around it, you have changed someone's mind about a bar using evidence, without any authority over the decision, you are comfortable being the least domain-expert person in the room and still producing a read people can act on, you build the mechanism. When a loop is not working, you fix what it tests rather than only how it runs. These are more like personal attributes/skills. Then "What We Need": owned searches end to end, technical and go-to-market both count, closed senior candidates who held a better-paying offer, can say what they wanted that was not money, can turn a vague hiring manager need into a written spec with a level call and a stated trade, re-open must-haves when level or budget moves, watch a small number of numbers on your own searches, changed course because of one. These are more concrete requirements/experience. Then "What You Will Learn": list of learning outcomes. Thus we could map: - About the role: overview paragraph (Tenstorrent leading AI tech, hiring recruiters, remote, etc.) - Responsibilities: bullet list of duties (own searches end-to-end, portfolio spanning hardware, AI software, go-to-market, spec, level call, market read, loop tests, close, influencing bar, hiring various roles, getting defensible read, etc.) - Requirements: bullet list from "What We Need" (owned searches end to end, technical and go-to-market both count, closed senior candidates who held a better-paying offer, can say what they wanted that was not money, can turn a vague hiring manager need into a written spec with a level call and a stated trade, re-open must-haves when level or budget moves, watch a small number of numbers on your own searches, changed course because of one.) - Qualifications: maybe bullet list from "Who You Are" (form own view, read what someone built, etc.) Could be Qualifications. - Skills: maybe not needed; we could omit if no specific skill list. But we could combine Skills with Qualifications? The instruction: prefer a few substantive sections over many thin ones. So we could combine Qualifications and Skills into one section, maybe "Qualifications". But we need to follow headings list; we can omit sections if no real content. So we could have About the role, Responsibilities, Requirements, Qualifications, Pay, Benefits. Schedule not mentioned; remote but no schedule specifics; we should not create Schedule unless stated. Benefits: we have "Tenstorrent offers a highly competitive compensation package and benefits". That's vague but it's a statement about benefits. It's not specific but it's real content. However instruction: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state benefits generally, so we can include Benefits section with that sentence. Pay: we have compensation range: $100,000 to $177,000 base, plus equity and a bonus target. Also note experience etc impact actual offer. So we can include Pay section. Thus final sections: About the role, Responsibilities, Requirements, Qualifications, Pay, Benefits. We must not include Repeated job title. No markdown. Only HTML fragment. We need to use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to preserve ALL substantive information; do not invent or summarize away detail. So we must include all details from the posting that are substantive, not boilerplate. Let's extract all substantive sentences. Intro: "Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities. Tenstorrent is hiring full time and contract recruiters." That's about the company and role. Then: "We're looking for people who own searches rather than fill them. You would carry a portfolio spanning hardware, AI software and go-to-market, and own each search from the hiring manager intake through the accepted offer: the spec, the level call, the market read, what the loop tests, and the close. When you think the bar is wrong, you'll have direct influence with the hiring team to make a change. This is a generalist seat. In a given quarter you might be hiring silicon design and verification, compiler and ML framework engineers, and a go-to-market leader. Deep expertise in all three is not the expectation and nobody here has it. What the role requires is getting to a defensible read in territory you do not know: what to ask, whose judgment to borrow, and what you will not conclude on your own. This role is remote, with global opportunities. We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting." That's responsibilities. Then "Who You Are" bullet points (converted to prose? but we need list). We'll make a list. List items: - You form your own view of a candidate. - You read what someone actually built, shipped, taped out or carried, and you can say which parts of a profile are outside your judgment and how you would get to an answer. - You would rather give a hiring manager unwelcome news early than manage around it. - You have changed someone's mind about a bar using evidence, without any authority over the decision. - You are comfortable being the least domain-expert person in the room and still producing a read people can act on. - You build the mechanism. When a loop is not working, you fix what it tests rather than only how it runs. Then "What We Need": - You have owned searches end to end, from intake to accepted offer, in more than one domain. Technical and go-to-market both count. We care about the range, not the logo. - You have closed senior candidates who held a better-paying offer, and you can say what they wanted that was not money. - You can turn a vague hiring manager need into a written spec with a level call and a stated trade, and you re-open the must-haves when the level or the budget moves instead of quietly lowering the target. - You watch a small number of numbers on your own searches, and you have changed course because of one. Then "What You Will Learn": - How a hardware company that actually ships makes hiring decisions, from silicon through go-to-market. - How to read primary evidence about deeply technical people: what a tapeout history, a repository or a paper actually tells you about depth. - How to design an interview loop and a scorecard a busy panel will hold to, and run a debrief that can decide. - How to build recruiting process while the systems around it are still being rebuilt, which is a different skill from operating a finished one. Compensation: "Compensation for this role ranges from $100,000 to $177,000 base, plus equity and a bonus target. Experience, skills, education, background and location all impact the actual offer made." Benefits: "Tenstorrent offers a highly competitive compensation package and benefits," (we can keep that sentence). Also maybe mention equity and bonus target already in compensation. We should not include EEO/equal opportunity employer line. Also remove export control legal. Thus we will craft HTML. Structure:

  About the role

  Tenstorrent is leading the industry on