Senior Recruiter
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. No Job ID etc. Remove boilerplate: EEO etc. Also remove "About Us" maybe keep as heading? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says we can use those examples but not limited. So we can have headings like About Us, About The Role, What You’ll Do, Who you are, What we’re looking for, Nice to have, What success looks like. Those are okay.
We need to preserve all substantive information, not invent or summarize away detail. Remove duplicated lines, cookie/navigation/legal/EEO etc. So we need to strip the EEO paragraph at end and maybe the equal opportunity line. Also remove "We encourage candidates..." etc.
We need to format lists where appropriate. The posting includes bullet-like sentences but not explicit bullet list. We need to decide which parts are lists. For "What You’ll Do" there are multiple sentences each starting with a verb. Could treat as - . Similarly "Who you are" list of traits. "What we’re looking for" list. "Nice to have" list. "What success looks like" maybe just a sentence.
We need to ensure we don't create sections with filler like "commensurate with experience". Not present.
Let's extract content.
Original text:
About Us Nidus is building autonomous manufacturing systems powered by AI and robotics. U.S. manufacturers are under growing pressure to increase output while navigating workforce constraints, underutilized equipment, and increasingly complex supply chains. We believe the next generation of manufacturing will be enabled by more intelligent, flexible automation—systems that help people and machines work together to expand capacity and improve productivity. We're building the intelligence layer that makes that possible. Our team comes from the intersection of defense technology and AI. We've built and shipped products to DoD customers, and we bring deep experience across ML, robotics, product development, and defense. We're a small, in-person team in New York City working on hard problems that matter. If you want to build the future of American manufacturing, we'd love to hear from you.
About The Role We’re looking for a Senior Technical Recruiter to help us build an exceptional team. At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become. We want someone who can operate as a true partner to the business: understand what we’re trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar. That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join. You’ll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people.
What You’ll Do Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish. Turn that context into a clear point of view on the profile: what matters, what doesn’t, and where we should be looking. Build talent maps and sourcing strategies for highly competitive technical searches. Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile. Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment. Develop a real understanding of candidates: what motivates them, what they’re optimizing for, what concerns them, and what would make an opportunity compelling. Represent Nidus credibly to sophisticated candidates. Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters. Own candidate strategy throughout the process, from first outreach through close. Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process. Push on weak assumptions, poorly defined profiles, or interview loops that are not working. Bring market feedback back into the company and use it to improve how we hire. Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar.
Who you are Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description. Opinionated about talent. You’ve worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter. Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials. Curious about people. You’re good at understanding what makes a person uniquely tick. A strong closer. You know how to convince people to do things. Technically curious. You don’t need to be an engineer, but you can learn enough about the work to ask good questions and speak credibly with technical candidates. A peer to hiring managers. You bring judgment, challenge weak assumptions, and are comfortable saying when a profile, process, or strategy needs to change. High standards, low ego. You care about making the company better through the people we hire, and you’re willing to change your mind when the evidence says you should.
What we’re looking for Significant experience recruiting highly technical talent in competitive environments, or previous relevant experience in consulting, IB, or other technical field. A strong track record of recruiting exceptional engineers, researchers, technical leaders, or similarly difficult-to-hire talent. Evidence of strong sourcing ability, particularly for candidates who are not obvious or actively looking. Experience identifying strong talent beyond traditional credentials and pedigree. Strong business judgment and the ability to understand the context behind a hiring need. Enough technical curiosity to understand the work, ask intelligent questions, and communicate credibly with technical candidates. Experience owning searches from role definition through close.
Nice to have Previous background in engineering or salesExperience recruiting across AI/ML, robotics, infrastructure, systems, hardware, or other technically demanding domains. Experience working at an early-stage or rapidly scaling technology company. Experience recruiting in defense technology, industrial technology, or similarly technical environments. Experience building talent maps or sourcing strategies in markets where the best candidates are difficult to identify through conventional searches. Experience helping build or materially improve a recruiting function or hiring process.
What success looks like You’ll be successful in this role if you help us hire the best people.
Then EEO boilerplate etc to remove.
Now we need to output HTML fragment.
We'll wrap each section in
heading then content.
For lists: we need to decide which sections have list items.
"About Us" is prose paragraph(s). Could be multiple sentences but we can keep as
.
"About The Role" also prose.
"What You’ll Do": each sentence starts with a verb; could be list. We'll make
- for each sentence.
"Who you are": each trait separated by periods; we can make list.
"What we’re looking for": list.
"Nice to have": list.
"What success looks like": single sentence; could be
.
We must not add extra headings for empty sections.
Now ensure we preserve all substantive information. Need to check we didn't miss any details.
Let's extract each section's content precisely.
About Us:
"Nidus is building autonomous manufacturing systems powered by AI and robotics. U.S. manufacturers are under growing pressure to increase output while navigating workforce constraints, underutilized equipment, and increasingly complex supply chains. We believe the next generation of manufacturing will be enabled by more intelligent, flexible automation—systems that help people and machines work together to expand capacity and improve productivity. We're building the intelligence layer that makes that possible. Our team comes from the intersection of defense technology and AI. We've built and shipped products to DoD customers, and we bring deep experience across ML, robotics, product development, and defense. We're a small, in-person team in New York City working on hard problems that matter. If you want to build the future of American manufacturing, we'd love to hear from you."
We'll keep as one
maybe multiple sentences but okay.
About The Role:
"We’re looking for a Senior Technical Recruiter to help us build an exceptional team. At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become. We want someone who can operate as a true partner to the business: understand what we’re trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar. That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join. You’ll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people."
We'll keep as
.
What You’ll Do items:
List each sentence:
- Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish.
- Turn that context into a clear point of view on the profile: what matters, what doesn’t, and where we should be looking.
- Build talent maps and sourcing strategies for highly competitive technical searches.
- Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile.
- Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment.
- Develop a real understanding of candidates: what motivates them, what they’re optimizing for, what concerns them, and what would make an opportunity compelling.
- Represent Nidus credibly to sophisticated candidates.
- Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters.
- Own candidate strategy throughout the process, from first outreach through close.
- Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process.
- Push on weak assumptions, poorly defined profiles, or interview loops that are not working.
- Bring market feedback back into the company and use it to improve how we hire.
- Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar.
We'll put each as
- .
Who you are items:
- Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description.
- Opinionated about talent. You’ve worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter.
- Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials.
- Curious about people. You’re good at understanding what makes a person uniquely tick.
- A strong closer. You know how to convince people to do things.
- Technically curious. You don
for prose. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: EEO etc. Also remove "About Us" maybe keep as heading? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says we can use those examples but not limited. So we can have headings like About Us, About The Role, What You’ll Do, Who you are, What we’re looking for, Nice to have, What success looks like. Those are okay.
We need to preserve all substantive information, not invent or summarize away detail. Remove duplicated lines, cookie/navigation/legal/EEO etc. So we need to strip the EEO paragraph at end and maybe the equal opportunity line. Also remove "We encourage candidates..." etc.
We need to format lists where appropriate. The posting includes bullet-like sentences but not explicit bullet list. We need to decide which parts are lists. For "What You’ll Do" there are multiple sentences each starting with a verb. Could treat as - . Similarly "Who you are" list of traits. "What we’re looking for" list. "Nice to have" list. "What success looks like" maybe just a sentence.
We need to ensure we don't create sections with filler like "commensurate with experience". Not present.
Let's extract content.
Original text:
About Us Nidus is building autonomous manufacturing systems powered by AI and robotics. U.S. manufacturers are under growing pressure to increase output while navigating workforce constraints, underutilized equipment, and increasingly complex supply chains. We believe the next generation of manufacturing will be enabled by more intelligent, flexible automation—systems that help people and machines work together to expand capacity and improve productivity. We're building the intelligence layer that makes that possible. Our team comes from the intersection of defense technology and AI. We've built and shipped products to DoD customers, and we bring deep experience across ML, robotics, product development, and defense. We're a small, in-person team in New York City working on hard problems that matter. If you want to build the future of American manufacturing, we'd love to hear from you.
About The Role We’re looking for a Senior Technical Recruiter to help us build an exceptional team. At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become. We want someone who can operate as a true partner to the business: understand what we’re trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar. That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join. You’ll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people.
What You’ll Do Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish. Turn that context into a clear point of view on the profile: what matters, what doesn’t, and where we should be looking. Build talent maps and sourcing strategies for highly competitive technical searches. Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile. Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment. Develop a real understanding of candidates: what motivates them, what they’re optimizing for, what concerns them, and what would make an opportunity compelling. Represent Nidus credibly to sophisticated candidates. Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters. Own candidate strategy throughout the process, from first outreach through close. Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process. Push on weak assumptions, poorly defined profiles, or interview loops that are not working. Bring market feedback back into the company and use it to improve how we hire. Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar.
Who you are Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description. Opinionated about talent. You’ve worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter. Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials. Curious about people. You’re good at understanding what makes a person uniquely tick. A strong closer. You know how to convince people to do things. Technically curious. You don’t need to be an engineer, but you can learn enough about the work to ask good questions and speak credibly with technical candidates. A peer to hiring managers. You bring judgment, challenge weak assumptions, and are comfortable saying when a profile, process, or strategy needs to change. High standards, low ego. You care about making the company better through the people we hire, and you’re willing to change your mind when the evidence says you should.
What we’re looking for Significant experience recruiting highly technical talent in competitive environments, or previous relevant experience in consulting, IB, or other technical field. A strong track record of recruiting exceptional engineers, researchers, technical leaders, or similarly difficult-to-hire talent. Evidence of strong sourcing ability, particularly for candidates who are not obvious or actively looking. Experience identifying strong talent beyond traditional credentials and pedigree. Strong business judgment and the ability to understand the context behind a hiring need. Enough technical curiosity to understand the work, ask intelligent questions, and communicate credibly with technical candidates. Experience owning searches from role definition through close.
Nice to have Previous background in engineering or salesExperience recruiting across AI/ML, robotics, infrastructure, systems, hardware, or other technically demanding domains. Experience working at an early-stage or rapidly scaling technology company. Experience recruiting in defense technology, industrial technology, or similarly technical environments. Experience building talent maps or sourcing strategies in markets where the best candidates are difficult to identify through conventional searches. Experience helping build or materially improve a recruiting function or hiring process.
What success looks like You’ll be successful in this role if you help us hire the best people.
Then EEO boilerplate etc to remove.
Now we need to output HTML fragment.
We'll wrap each section in
heading then content.
For lists: we need to decide which sections have list items.
"About Us" is prose paragraph(s). Could be multiple sentences but we can keep as
.
"About The Role" also prose.
"What You’ll Do": each sentence starts with a verb; could be list. We'll make
- for each sentence.
"Who you are": each trait separated by periods; we can make list.
"What we’re looking for": list.
"Nice to have": list.
"What success looks like": single sentence; could be
.
We must not add extra headings for empty sections.
Now ensure we preserve all substantive information. Need to check we didn't miss any details.
Let's extract each section's content precisely.
About Us:
"Nidus is building autonomous manufacturing systems powered by AI and robotics. U.S. manufacturers are under growing pressure to increase output while navigating workforce constraints, underutilized equipment, and increasingly complex supply chains. We believe the next generation of manufacturing will be enabled by more intelligent, flexible automation—systems that help people and machines work together to expand capacity and improve productivity. We're building the intelligence layer that makes that possible. Our team comes from the intersection of defense technology and AI. We've built and shipped products to DoD customers, and we bring deep experience across ML, robotics, product development, and defense. We're a small, in-person team in New York City working on hard problems that matter. If you want to build the future of American manufacturing, we'd love to hear from you."
We'll keep as one
maybe multiple sentences but okay.
About The Role:
"We’re looking for a Senior Technical Recruiter to help us build an exceptional team. At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become. We want someone who can operate as a true partner to the business: understand what we’re trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar. That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join. You’ll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people."
We'll keep as
.
What You’ll Do items:
List each sentence:
- Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish.
- Turn that context into a clear point of view on the profile: what matters, what doesn’t, and where we should be looking.
- Build talent maps and sourcing strategies for highly competitive technical searches.
- Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile.
- Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment.
- Develop a real understanding of candidates: what motivates them, what they’re optimizing for, what concerns them, and what would make an opportunity compelling.
- Represent Nidus credibly to sophisticated candidates.
- Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters.
- Own candidate strategy throughout the process, from first outreach through close.
- Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process.
- Push on weak assumptions, poorly defined profiles, or interview loops that are not working.
- Bring market feedback back into the company and use it to improve how we hire.
- Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar.
We'll put each as
- .
Who you are items:
- Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description.
- Opinionated about talent. You’ve worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter.
- Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials.
- Curious about people. You’re good at understanding what makes a person uniquely tick.
- A strong closer. You know how to convince people to do things.
- Technically curious. You don
heading then content. For lists: we need to decide which sections have list items. "About Us" is prose paragraph(s). Could be multiple sentences but we can keep as
. "About The Role" also prose. "What You’ll Do": each sentence starts with a verb; could be list. We'll make
- for each sentence.
"Who you are": each trait separated by periods; we can make list.
"What we’re looking for": list.
"Nice to have": list.
"What success looks like": single sentence; could be
. We must not add extra headings for empty sections. Now ensure we preserve all substantive information. Need to check we didn't miss any details. Let's extract each section's content precisely. About Us: "Nidus is building autonomous manufacturing systems powered by AI and robotics. U.S. manufacturers are under growing pressure to increase output while navigating workforce constraints, underutilized equipment, and increasingly complex supply chains. We believe the next generation of manufacturing will be enabled by more intelligent, flexible automation—systems that help people and machines work together to expand capacity and improve productivity. We're building the intelligence layer that makes that possible. Our team comes from the intersection of defense technology and AI. We've built and shipped products to DoD customers, and we bring deep experience across ML, robotics, product development, and defense. We're a small, in-person team in New York City working on hard problems that matter. If you want to build the future of American manufacturing, we'd love to hear from you." We'll keep as one
maybe multiple sentences but okay. About The Role: "We’re looking for a Senior Technical Recruiter to help us build an exceptional team. At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become. We want someone who can operate as a true partner to the business: understand what we’re trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar. That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join. You’ll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing. We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people." We'll keep as
. What You’ll Do items: List each sentence: - Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish. - Turn that context into a clear point of view on the profile: what matters, what doesn’t, and where we should be looking. - Build talent maps and sourcing strategies for highly competitive technical searches. - Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile. - Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment. - Develop a real understanding of candidates: what motivates them, what they’re optimizing for, what concerns them, and what would make an opportunity compelling. - Represent Nidus credibly to sophisticated candidates. - Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters. - Own candidate strategy throughout the process, from first outreach through close. - Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process. - Push on weak assumptions, poorly defined profiles, or interview loops that are not working. - Bring market feedback back into the company and use it to improve how we hire. - Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar. We'll put each as
- . Who you are items: - Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description. - Opinionated about talent. You’ve worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter. - Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials. - Curious about people. You’re good at understanding what makes a person uniquely tick. - A strong closer. You know how to convince people to do things. - Technically curious. You don