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Slip Robotics is a B2B Robotics-as-a-Service company deploying autonomous loading and unloading robots at warehouse and fulfillment sites across North America. The company serves major shippers and 3PLs and is scaling rapidly.
You will own full-cycle recruiting across R&D, Hardware, Software, Data, and Systems teams. This is a highly cross-functional role requiring close partnership with engineering leaders spanning mechanical, electrical, robotics software, and data disciplines. You'll be responsible for building the technical talent pipeline to support the company's next phase of growth, moving fast and operating independently in a competitive robotics/hardware market.
Key responsibilities include:
- Owning full-cycle recruiting for technical roles across R&D, Hardware (mechanical/electrical), Software, Data, and Systems Engineering
- Partnering directly with hiring managers and engineering leadership to define role requirements, calibrate hiring bars, and build effective interview processes
- Proactively sourcing passive candidates through LinkedIn Recruiter, GitHub, technical communities, referrals, and networking events
- Managing end-to-end candidate experience from initial outreach through offer and close
- Building and maintaining talent pipelines for hard-to-fill and specialized roles (robotics, embedded systems, controls, firmware)
- Tracking and reporting on recruiting metrics (time-to-fill, source of hire, funnel conversion)
- Continuously improving and documenting technical hiring processes, interview structures, and candidate evaluation criteria as the company scales
- Representing Slip Robotics' brand and culture to candidates in a competitive hardware/robotics talent market
Requirements:
- 4+ years of full-cycle technical recruiting experience, ideally within hardware, robotics, or a related engineering-intensive industry
- Demonstrated success recruiting across multiple technical disciplines (mechanical/electrical engineering, embedded/firmware, robotics software, data engineering)
- Strong sourcing skills and comfort building pipelines for niche or hard-to-find technical talent
- Experience partnering with engineering leaders and technical hiring managers to run effective, structured interview processes
- Excellent communication and organizational skills, with ability to manage multiple open requisitions simultaneously in a fast-paced startup environment
- Comfort operating with ambiguity and building process where none exists yet
