Senior Technical Recruiter

Responsibilities

• Partner with hiring managers across engineering, manufacturing, and operations to define headcount needs, open new requisitions, align on hiring strategy, and calibrate on candidate quality
• Sources candidates proactively, including passive talent who are not actively looking—often the strongest candidates for hard-to-fill photonics, RF, and precision hardware roles require creative outreach
• Screens inbound applicants and sourced candidates, assessing technical background, motivation, and alignment with role requirements
• Presents screened candidates to hiring managers with clear, honest assessments; recommends top candidates for interviews and influences hiring decisions as the subject matter expert on talent
• Manages the full candidate experience from first contact through onsite interviews, including scheduling, coordination, and ensuring candidates leave with a strong impression of Mesh regardless of outcome
• Drives the offer process end-to-end, including initiating background checks, assembling and negotiating offer packages, and closing candidates
• Builds and maintains a healthy pipeline across priority roles, tracking sourcing activity, conversion rates, and time-to-fill metrics
• Contributes to recruiting infrastructure—improving processes, templates, job descriptions, and employer brand presence as the function scales

Qualifications

• Bachelor's degree and 1+ years of recruiting experience; or 3+ years of professional recruiting experience in lieu of a degree
• Full-cycle recruiting experience, from sourcing through offer close
• Willingness to work extended hours and weekends as needed

PREFERRED EXPERIENCE:

• 2+ years of technical recruiting experience, preferably hiring engineers in hardware, manufacturing, semiconductor, photonics, or related industries
• Experience with in-house recruiting at a hardware or deep-tech company
• Experience recruiting electrical, mechanical, optical, or manufacturing engineers
• Demonstrated ability to distinguish exceptional technical talent from merely qualified candidates, even in disciplines outside your own background
• Demonstrated expertise in non-standard sourcing methods: cold outreach to passive candidates, targeted sourcing campaigns, networking events, identifying and engaging niche technical communities
• Experience with high-volume or high-growth recruiting environments where speed and quality must coexist
• Comfort interfacing directly with senior hiring managers and technical leaders, including engineering directors and founders
• Ability to accurately represent candidates without overselling; influence hiring decisions through credibility and judgment rather than pressure
• Experience with applicant tracking systems (Greenhouse preferred) and comfort reviewing and reporting on recruiting data
• Strong organizational skills and ability to manage multiple open requisitions simultaneously with minimal oversight