About Tensordyne

Artificial intelligence (AI) is transforming our world. It can perform cognitive functions that previously only humans could do, such as perceiving interactions across different modalities and environments - with the ability to quickly learn and then solve complex problems. Tensordyne is an AI system solution company that builds very high-performance, low-power generative AI inference systems. Our mission, through the creation of custom silicon, hardware and software, is to enable multimodal Generative AI inference acceleration at scale, with safe, sustainable, high-performance systems for our hyperscaler and neocloud data center customers. We are at the leading edge of advancing the latest research and product improvements for generative Al inference solutions that will make Al even more advantageous for compelling new generative AI applications. Tensordyne is a well-funded, fast-paced startup company with headquarters in both Sunnyvale, CA, and Munich, Germany. We also have many talented team members working remotely across North America and Europe. We take care of our people and their families with comprehensive benefits, competitive compensation, flexible spending options, and recognition programs, because building category-defining technology starts with a healthy, supported team. Come join us as we shape the future of multimodal generative artificial intelligence!

About the Role

We are looking for an experienced Senior Technical Recruiter to help scale our organization as we build next-generation AI compute technology.

This is a hands-on, full-cycle recruiting role with broad ownership across ASIC, Hardware, Software, Operations, and SG&A, including highly specialized technical and leadership searches. The ideal candidate brings deep experience recruiting engineering talent—particularly within semiconductor, hardware, or AI infrastructure—while also being comfortable recruiting across business and operational functions.

You will partner directly with engineering leaders, executives, and functional hiring managers to translate business and technical requirements into effective recruiting strategies, build targeted talent pipelines, and deliver high-quality hires in a highly competitive market.

What You'll Do

Own end-to-end recruiting across multiple functions, including:
ASIC / Silicon Engineering
Hardware Engineering
Software & Systems Engineering
SDK / Compiler Engineering
Applications / Field Engineering
Operations
Sales & Business Development
Product Management
Finance, HR and other SG&A functions
Technical and functional leadership
Partner closely with hiring managers to define role requirements, distinguish must-have vs. nice-to-have qualifications, establish interview processes, and develop realistic search strategies.
Build and execute sourcing strategies for highly specialized ASIC, hardware, software, AI infrastructure, and business talent.
Proactively identify and engage passive candidates rather than relying primarily on inbound applications.
Conduct talent mapping across semiconductor, AI infrastructure, hyperscale computing, networking, software, and adjacent technology companies.
Conduct substantive recruiter screens covering technical or functional alignment, career motivations, compensation expectations, location requirements, and overall fit.
Manage candidates through the recruiting lifecycle—from initial outreach through interviews, comp expectations, closing, and pre-onboarding.
Partner with hiring teams to continuously calibrate candidate profiles based on funnel performance and market feedback.
Develop recruiting strategies for both immediate openings and anticipated future workforce needs.
Provide leadership with market intelligence regarding talent availability, compensation, competitor hiring activity, and candidate sentiment.
Maintain a highly organized and data-driven approach while managing multiple concurrent searches.
Deliver a high-quality candidate experience throughout the recruiting process.

What We're Looking For

7+ years of full-cycle recruiting experience, preferably within semiconductor, AI, high-performance computing, or another deeply electrical and computer engineering environment.
Demonstrated experience recruiting across multiple engineering disciplines, with particularly strong experience in ASIC, semiconductor, hardware, or silicon recruiting.
Experience recruiting Software, Systems, Infrastructure, or related engineering talent.
Ability to recruit beyond Engineering, including Operations, Sales, Product, Finance, HR, and other SG&A functions.
Sufficient technical understanding to effectively recruit and screen candidates across areas such as ASIC Design, Design Verification, microarchitecture, hardware, systems software, AI infrastructure, and related disciplines.
Demonstrated ability to recruit across levels—from early-career talent through Staff/Principal engineers, managers, directors, and executive-level positions.
Strong passive sourcing, market-mapping, and competitive intelligence capabilities.
Experience partnering directly with senior engineering managers.
Ability to challenge or recalibrate hiring requirements constructively when market data indicates that the original profile is overly restrictive.
Strong offer management and candidate-closing skills.
Excellent written, verbal, and interpersonal communication skills.
Highly organized, analytical, and comfortable managing a significant requisition portfolio in a fast-moving environment.

What Will Make You Stand Out

Experience recruiting within both high-growth startups and established technology companies would be particularly valuable. We are especially interested in candidates who understand how recruiting for an early-stage or scaling company differs from recruiting for a well-established brand.

The strongest candidates will have experience spanning several talent ecosystems—including semiconductor and silicon, AI infrastructure, software, enterprise technology, and go-to-market—and will be able to move comfortably between a highly specialized ASIC search and a business-critical Sales, Operations, Product, or Finance search.

What Success Looks Like

Success will be measured by more than the number of requisitions closed.

That means consistently producing high-quality and diverse candidate pipelines, improving recruiting velocity, identifying bottlenecks before they affect hiring plans, bringing market data into hiring decisions, and helping managers balance the ideal candidate profile against the realities of the available talent market.

The recruiter should also help us build rather than simply fill—developing pipelines for future hiring needs and identifying strong emerging talent that can grow with the organization.

Tensordyne's culture was built on the following values

Put people first. We only succeed when our people succeed.
Ethics and integrity always; Being open, honest, and respectful of everyone.
Think Big. Be ambitious and have audacious goals.
Aim for excellence. Quality and excellence count in everything we do.
Own it and get it done. Results matter!
Make each person better together, than they would be as an individual.
Embrace each others’ differences, and embrace that there will be differences.

Tensordyne is an equal opportunity employer. We believe that a diverse team is better at tackling complex problems and coming up with innovative solutions. All qualified applicants will receive consideration for employment without regard to age, color, gender identity or expression, marital status, national origin, disability, protected veteran status, race, religion, pregnancy, sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

A note to Recruitment Agencies: Please don’t reach out to Tensordyne employees or leaders about our roles -- we’ve got it covered. We don’t accept unsolicited agency resumes and we are not responsible for any fees related to unsolicited resumes. Thank you for your understanding.

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