Who you are
- 6+ years of full-cycle technical recruiting, including direct experience recruiting AI, ASIC, silicon, or semiconductor engineers: RTL, DV, physical design, architecture, or adjacent roles
- A track record of closing senior engineers against competing offers: you know how to sell equity, risk, and conviction, not just a comp number
- Technical literacy across the deep-tech landscape: AI silicon, and custom ASIC development — you can hold a credible intake conversation with a chip architect
- Advanced fluency in Ashby (or comparable ATS) for candidate tracking, reporting, and process automation
- Operational excellence: low ego, comfortable with ambiguity, and able to move real work forward at the volume of a scaling startup
- Exposure to AI/ML and software engineering recruiting in addition to hardware expertise
- Experience recruiting for unconventional computing or physics-based hardware architectures
- Previous experience in a high-growth venture-backed startup, semiconductor company, or research lab
What the job involves
- Recruiting silicon talent is a specialist's craft: the candidate pool is small, every strong architect and DV engineer is fielding multiple offers, and the people you're hunting can smell a recruiter who doesn't know what a tapeout is
- As a Technical Hardware Recruiter, you will work on full-cycle recruiting for Normal's silicon organization
- You will partner directly with hiring managers who are themselves deep technologists, source candidates who aren't looking, and close people who have every option
- Full-Cycle Recruiting: Manage an end-to-end recruitment process for senior hardware, ASIC, and silicon architecture roles from intake through close, flexing to AI, silicon software, and other technical searches as priorities shift
- Strategic Sourcing: Identify and engage top-tier talent in unconventional silicon architecture, design verification, and systems architecture: people who are rarely on the market and need a reason to talk
- Engineering Partnership: Act as a strategic partner to engineering hiring managers, aligning on candidate qualifications, technical bars, and calibration as searches evolve
- Process Discipline: Run the WHO Method for talent calibration and maintain high-efficiency interview loops, targeting 4-5 rounds maximum so great candidates don't die in process
- ATS Ownership: Maintain impeccable data hygiene and pipeline flow in Ashby: clean stages, honest statuses, reporting the team can trust
- Brand Ambassadorship: Represent Normal Computing at industry events like DAC, engaging specialized candidates in the rooms where they actually gather