Autonomy Engineering Recruiting Manager

• Nuro Driver is the engineering organization that builds the foundational, end-to-end models powering our autonomous driving system, validates their safety, and makes sure they run efficiently onboard our vehicles
• That spans Autonomy, Controls, Systems, and Localization, and the people we hire here define what our technology is capable of
• We are looking for a hands-on recruiting manager to build the team behind that
• You will lead 4-5 recruiters and personally run the most important searches, from ML and autonomy to systems engineering and beyond
• Expect to spend roughly 50% your time directly running critical searches and 50% building and managing the recruiting team
• You will work side by side with engineering leaders and a deeply technical co-CEO who all care deeply about talent density and treat recruiting as a core part of how we win
• You will have real influence over who joins, a direct line to the people making those decisions, and the chance to build the recruiting function for one of the most exciting engineering organizations in autonomy
• Hiring strategy and execution for Nuro Driver across ML, autonomy, systems engineering, controls, and localization
• Leadership and key-hire searches, run personally from sourcing through close
• A team of 4-5 recruiters, including hiring, coaching, workload, and performance
• Quarterly hiring plans tied to engineering priorities, with clear capacity, timelines, and tradeoffs
• Pipeline and funnel metrics, reviewed weekly with engineering leaders
• Partner directly with engineering directors, VPs, and the co-CEO to define role scope, sharpen the profile, and decide where the real talent pool sits
• Map the market for niche skill sets (perception, planning, prediction, ML infrastructure, state estimation, sensor calibration, safety-critical systems) and build target lists by company, lab, and team
• Run senior searches personally and close candidates who are choosing between multiple strong offers
• Coach recruiters on sourcing depth, technical screening, and selling the mission to people who are hard to impress
• Calibrate with hiring managers on bar, interview design, and decision speed, and push back when the process is losing candidates
• Build the reporting engineers actually trust: pipeline health, conversion by stage, time to offer, offer acceptance, source quality
• Work with Total Rewards on offer strategy and competing offers for high-demand profiles

Benefits

• Free Caltrain pass and commuter benefits
• Company stock options
• Work from home opportunities
• Health insurance
• A working understanding of the Autonomy or ML talent market: who is moving, who is not, what key talent care about, and how compensation in offers is set
• Strong judgment in competitive closes, including candidates holding offers from top startups and big tech
• A data-first approach. You know your team’s funnel numbers, you can explain why they moved, and you act on them
• Experience hiring Staff, Principal, and Director + level engineers
• The technical fluency to hold a credible conversation with a software engineer or research scientist, and to tell a strong candidate from a polished one
• 2+ years managing recruiters, ideally while still carrying your own searches
• 7+ years in technical recruiting, with at least 3 hiring ML, robotics, autonomy, or similarly specialized engineering talent
• Desire to build a true partnership with engineering leaders, including: advising on how to build the right hiring process, how to sell and pitch, and how to ensure we keep a high talent bar
• Experience tackling recruiting problems with outside of the box thinking and recommendations
• Experience at an AV, robotics, ML, or frontier AI company