Vice President of Talent Acquisition

Roboze · Houston, TX · 1 wk ago

HybridOTHRFull-time

About the Role

Roboze is building the Physical AI backbone for autonomous manufacturing in strategic industries combining hardware, advanced materials, software-defined manufacturing, certified workflows, and a globally distributed industrial ecosystem. To scale this vision, Roboze needs to attract, assess, hire, and retain exceptional talent globally across engineering, manufacturing, sales, applications, service, materials, software, operations, and leadership roles.

The VP Talent Acquisition will own Roboze’s global talent acquisition strategy and execution. This role is responsible for building the recruiting engine that enables Roboze to scale internationally, with a strong initial focus on the United States and Houston as a strategic global hub. The VP Talent Acquisition reports to the Chief Operating Officer and works closely with the CEO, Executive Team, and business leaders to ensure Roboze has the talent required to execute its global growth plan.

Location: Houston / El Segundo / Remote US. Scope: Global. Reports to: Chief Operating Officer.

Responsibilities

Global Talent Acquisition Strategy
- Define and execute Roboze’s global hiring strategy across the US, Europe, Middle East, and future strategic regions.
- Build a scalable recruiting model aligned with Roboze’s growth priorities, business units, and strategic functions.
- Translate company strategy into workforce priorities, hiring plans, and talent pipelines.
- Partner with the CEO/COO and Executive Team to identify critical roles, succession needs, and organizational gaps.
- Establish a clear global hiring roadmap by function, geography, and priority level.
- Build a global talent intelligence capability to understand where the best people are, how to engage them, and how to bring them into Roboze.
Critical Hiring Ownership: Top Engineers, Leadership & Executive Roles
- Build and directly manage pipelines for world-class engineering talent across Roboze’s most strategic domains, including mechanical engineering, software, materials, automation, robotics, additive manufacturing, applications engineering, manufacturing engineering, and industrial systems.
- Personally identify, approach, and engage high-caliber passive candidates.
- Build talent maps across target companies, industries, and geographies.
- Develop strong relationships with top technical communities, universities, research centers, and industrial ecosystems.
- Work closely with technical leaders to define what “exceptional” looks like for each role.
- Understand the technical complexity of Roboze’s business well enough to identify and attract high-performing engineering talent.
- Ensure candidates are assessed not only for technical capability but also for ownership, speed, problem-solving, resilience, and cultural fit.
- Create a strong candidate experience that makes Roboze competitive against larger and more established employers.
- Build repeatable pipelines for hard-to-find technical profiles before roles become urgent.
Recruiting Operations & Process
- Design and implement a structured global recruiting process from intake to offer.
- Establish scorecards, interview standards, candidate evaluation methods, and hiring governance.
- Improve hiring speed, quality, and consistency across the organization.
- Implement data-driven recruiting metrics and reporting: time to hire, quality of hire, pipeline conversion, source effectiveness, and hiring manager performance.
- Ensure a strong candidate experience that reflects Roboze’s ambition, culture, and standards.
- Build a disciplined process without creating bureaucracy or slowing down high-priority searches.
Employer Branding & Talent Positioning
- Build Roboze’s employer value proposition globally.
- Position Roboze as a destination for people who want to transform manufacturing, supply chains, and strategic industrial production.
- Partner with Marketing and Communications to strengthen Roboze’s visibility in priority talent markets.
- Support content, campaigns, and initiatives that attract high-quality candidates in advanced manufacturing, aerospace, defense, energy, and industrial technology.
- Develop a compelling narrative for senior candidates and top engineers, clearly explaining why Roboze is a unique career opportunity.

Requirements

12–15+ years of experience in Talent Acquisition, Executive Search, or talent leadership within complex technology-driven environments such as advanced manufacturing, aerospace, defense, robotics, industrial technology, or deep tech.
A technical background, ideally in aerospace or mechanical engineering, is strongly preferred.
Ability to credibly engage with technical leaders, understand complex technologies, and assess world-class engineering talent.
Strong experience hiring senior technical leaders, executives, and highly specialized profiles across multiple geographies, with deep knowledge of the US talent market and strong networks in aerospace, defense, energy, advanced manufacturing, robotics, software, and deep-tech sectors.
Strong storytelling capability, able to articulate Roboze’s ambition, technology, growth trajectory, and market opportunity in a way that attracts exceptional candidates.
Hands-on mindset: willing to personally source, engage, and close critical candidates.
Strong business acumen and ability to translate company strategy into talent priorities.
Data-driven, structured, and process-oriented, without becoming bureaucratic.
Clear focus on Talent Acquisition, not HR Operations or People Operations.

Success Measures

Roboze has a clear global hiring roadmap, stronger pipelines for critical leadership and engineering roles, improved recruiting speed and quality, and a Talent Acquisition function that becomes a strategic advantage for global scale-up.
Houston and El Segundo become strong talent hubs.
Hiring managers use structured scorecards and faster decision-making.
Every critical hire raises the bar of the organization.

First 90 days: In the first 90 days, the VP Talent Acquisition should assess current hiring priorities and bottlenecks, define the global Talent Acquisition roadmap, build immediate pipelines for priority technical and leadership roles, standardize intake and evaluation processes, map key US talent ecosystems, and present a 12-month Talent Acquisition strategy to the COO and Executive Team.

About Roboze

Roboze is building the Physical AI backbone for autonomous manufacturing in strategic industries. Every era of progress has been defined by how societies build. From steel and electricity to automation and digitalization, industrial capability has always determined what nations can achieve. Today, defense, aerospace, energy, transportation, and critical infrastructure require a new generation of manufacturing infrastructure—one that is autonomous, distributed, resilient, and qualified.

Roboze combines advanced production systems, high-performance materials, process intelligence, and autonomous manufacturing software to enable localized production of mission-critical components at industrial scale. At Roboze, we hire the best to encourage talents to be their best, providing them with the right approach, methods, and tools to make a difference. Be a decision maker, with the growth of the entire company in mind, not just the individual team or department. Success for us is the result of the quality of daily work. Results give us the strength to grow as a company and as a group!

At the origin of Roboze is passion, the desire to innovate, to turn dreams into successful projects, to always welcome talent, and create new talent around a shared purpose. We are at the beginning of a new phase in our evolution as human beings and as entrepreneurs. We are at the doorstep of a new way of producing innovation: the only way forward is for a sustainable future for all. It is a virtuous change of course and the only possible answer to the question: what will tomorrow look like? Reshape it with us!