Recruiter

Summary

Tenstorrent is an AI technology company developing high-performance computing solutions across software, platforms, networking, and semiconductors. The company is seeking full-time and contract Recruiters to own end-to-end searches across hardware, AI software, and go-to-market roles, from hiring manager intake through accepted offer. Recruiters will assess talent, influence hiring standards, design effective interview processes, and build recruiting mechanisms in a growing organization.

Responsibilities

• 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
• 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
• 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

Skills

• 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
• 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
• This role is remote, with global opportunities
• This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology.  Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2).   These requirements apply to persons located in the U.S. and all countries outside the U.S.  As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency.  If employment is not possible due to U.S. export laws, any offer of employment will be rescinded

Qualifications

Must Haves

• 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
• 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
• This role is remote, with global opportunities
• This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology.  Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2).   These requirements apply to persons located in the U.S. and all countries outside the U.S.  As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency.  If employment is not possible due to U.S. export laws, any offer of employment will be rescinded

Benefits

• Equity
• A bonus target
• This role is remote, with global opportunities.