SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 100,000 - 177,000 / annual
Tenstorrent is a cutting-edge AI technology company developing high-performance RISC-V CPUs and AI platforms. They are hiring a full-time Recruiter to own end-to-end recruiting searches across hardware, AI software, and go-to-market functions.
In this generalist recruiting role, you will carry a portfolio spanning silicon design, compiler/ML framework engineering, and go-to-market leadership. You own each search from hiring manager intake through accepted offer: defining the spec, making level calls, conducting market research, designing interview loops, and closing candidates. You will have direct influence with hiring teams to shape hiring bars and processes.
The role requires getting to defensible reads in unfamiliar territory—knowing what questions to ask, whose judgment to borrow, and what you won't conclude independently. In a given quarter, you might be recruiting for silicon design verification, compiler engineers, ML framework engineers, and executive go-to-market leaders. Deep expertise in all domains is not expected; the skill is learning quickly and producing actionable assessments.
You will learn how a hardware company that ships makes hiring decisions across the stack, how to read primary evidence about deeply technical candidates (tapeout histories, repositories, papers), how to design interview loops and scorecards that busy panels will hold to, and how to build recruiting process while organizational systems are still evolving.
The role is fully remote with global opportunities. Candidates at various experience levels will be assessed for appropriate level during interviews, and offers will align with that assessment.
REQUIREMENTS:
- Owned end-to-end searches (intake to accepted offer) in more than one domain (technical and/or go-to-market)
- Closed senior candidates who held better-paying offers; can articulate what motivated them beyond compensation
- Can translate vague hiring manager needs into written specs with level calls and stated trade-offs; re-open must-haves when level or budget shifts rather than quietly lowering targets
- Track a small number of metrics on your own searches and have changed course based on data
- Form independent views of candidates by reading what they actually built, shipped, taped out, or led
- Comfortable delivering unwelcome news early to hiring managers
- Able to produce credible reads while being the least domain-expert person in the room
- Build and fix recruiting mechanisms, not just operate them
