About the role

We're looking for a Senior Technical Recruiter to help us build an exceptional team.

At Nidus, we believe that recruiting is a fundamental part of how we build the company. The quality of the people we hire directly shapes the quality of the product, the speed at which we move, and what the company can become.

We want someone who can operate as a true partner to the business: understand what we're trying to accomplish, develop a strong point of view on the talent we need, and go find the people who can materially raise the bar.

That means more than running a process. It means knowing what exceptional looks like, understanding where to find it, recognizing it even when it comes in a non-obvious package, and building enough trust and conviction with candidates that the right people want to join.

You'll work closely with our founders and hiring managers across highly technical searches, owning everything from defining the profile and mapping the market to sourcing, candidate strategy, process design, and closing.

We expect you to bring judgment, not just execution. You should have opinions about talent, be willing to challenge hiring teams when needed, and help us continuously sharpen how we identify, assess, and recruit exceptional people.

What you'll do

• Partner with founders and hiring managers to understand the business, technical roadmap, and what each hire needs to accomplish.
• Turn that context into a clear point of view on the profile: what matters, what doesn't, and where we should be looking.
• Build talent maps and sourcing strategies for highly competitive technical searches.
• Find and engage exceptional candidates, including people who are not actively looking and people who may not fit the obvious profile.
• Look beyond titles, schools, and company logos to identify stronger signals of ability, trajectory, technical depth, originality, and judgment.
• Develop a real understanding of candidates: what motivates them, what they're optimizing for, what concerns them, and what would make an opportunity compelling.
• Represent Nidus credibly to sophisticated candidates. Understand the company well enough to explain the business, the technical problems, the opportunity, and why the work matters.
• Own candidate strategy throughout the process, from first outreach through close.
• Design and run thoughtful interview processes that give hiring teams the signal they need without creating unnecessary process.
• Push on weak assumptions, poorly defined profiles, or interview loops that are not working.
• Bring market feedback back into the company and use it to improve how we hire.
• Help us build the recruiting systems, standards, and practices that will scale with the company without lowering the bar.

Who you are

• Business-minded. You want to understand the company, product, customers, and why each hire matters so you can recruit with context rather than from a job description.
• Opinionated about talent. You've worked with exceptional people and have developed real pattern recognition around what makes them great, where to find them, and which signals matter.
• Able to see beyond pedigree. You can distinguish between an impressive resume and an exceptional person, and you know how to identify talent whose ability is ahead of their credentials.
• Curious about people. You're good at understanding what makes a person uniquely tick.
• A strong closer. You know how to convince people to do things.
• Technically curious. You don't need to be an engineer, but you can learn enough about the work to ask good questions and speak credibly with technical candidates.
• A peer to hiring managers. You bring judgment, challenge weak assumptions, and are comfortable saying when a profile, process, or strategy needs to change.
• High standards, low ego. You care about making the company better through the people we hire, and you're willing to change your mind when the evidence says you should.

What we're looking for

• Significant experience recruiting highly technical talent in competitive environments, or previous relevant experience in consulting, IB, or other technical field.
• A strong track record of recruiting exceptional engineers, researchers, technical leaders, or similarly difficult-to-hire talent.
• Evidence of strong sourcing ability, particularly for candidates who are not obvious or actively looking.
• Experience identifying strong talent beyond traditional credentials and pedigree.
• Strong business judgment and the ability to understand the context behind a hiring need.
• Enough technical curiosity to understand the work, ask intelligent questions, and communicate credibly with technical candidates.
• Experience owning searches from role definition through close.

Nice to have

• Previous background in engineering or sales
• Experience recruiting across AI/ML, robotics, infrastructure, systems, hardware, or other technically demanding domains.
• Experience working at an early-stage or rapidly scaling technology company.
• Experience recruiting in defense technology, industrial technology, or similarly technical environments.
• Experience building talent maps or sourcing strategies in markets where the best candidates are difficult to identify through conventional searches.
• Experience helping build or materially improve a recruiting function or hiring process.

What success looks like

You'll be successful in this role if you help us hire the best people.

We encourage candidates from all backgrounds to apply, even if you don't feel like you're a perfect fit. If you're passionate about contributing to our mission, we'd love to hear from you!