Shield AI’s future engineering bench is built on campus. We’re looking for a Senior Recruiter to own university recruiting end to end—from campus strategy and full-cycle hiring for interns, co-ops, and new graduates to intern-to-full-time conversion, in close partnership with our internship program team.
You will lead the full university recruiting lifecycle—Plan, Attract, Engage, Assess & Hire, Convert, Retain, and Optimize—across Software Engineering (C++ and autonomy), Systems Engineering, Electrical Engineering, Integration & Test, Mechanical Engineering, and select business functions. You will have real autonomy to shape strategy and clear accountability for outcomes: meeting hiring demand on time, securing offer acceptances in a fiercely competitive market, and converting interns into full-time engineers.
You are equal parts strategist, closer, and program partner. You are as comfortable presenting a school portfolio and ROI analysis to a VP in the morning as you are leading a technical calibration with hiring managers at midday or closing a rising senior with three competing offers that evening.
Own Shield AI's university recruiting strategy end to end, including the target school portfolio, annual plan, calendar, and budget for your business
Lead demand collection with business leaders for interns, co-ops, and intern-to-FTE conversions, driving iHIRE approvals and req postings on schedule for your business
Build Shield AI's campus brand through technical storytelling, faculty and career center relationships, and engagement with robotics, AI, and diversity student organizations
Represent Shield AI at career fairs, tech talks, and info sessions, and build early pipelines of high-potential candidates ahead of req approval
Run full-cycle recruiting for all intern, co-op, and new grad roles for Aircraft
Maintain a structured, bias-reduced evaluation process and run intern interview training and calibration to keep the bar consistent across teams and sites
Extend timely offers within the standard framework by role, location, and level, and partner with Compensation on salary and housing stipend benchmarking
Own the accepted-offer-to-Day-1 experience to reduce reneges and strengthen onboarding readiness
Partner with the intern program team on mentorship matching, project scoping, reviews, and intern events
Own the intern conversion cycle, from identifying full-time-eligible interns through extending return-intern and full-time offers
Report on demand fulfillment, offer and accept rates, conversion, diversity, and school ROI, and use those metrics to reshape each season's strategy
5+ years of full-cycle recruiting experience, with at least 3 years focused on university, early-career, or campus recruiting
Demonstrated ownership of a campus strategy end to end — school selection, event planning, budget, and season execution — not just requisition execution
Track record of high-volume technical hiring for engineering roles, and of closing candidates in a competitive market
Experience partnering directly with senior business and engineering leaders on workforce planning and demand
Strong data instincts: you build and use funnel metrics, conversion rates, and ROI analysis to make decisions and to influence leaders
Proficiency with an ATS and sourcing tools; comfort building process, templates, and reporting from scratch
Excellent written and verbal communication; you represent the company credibly to students, faculty, and executives
Willingness to travel during peak campus season
A demonstrated record of working hard, being a trustworthy teammate, holding yourself and others to high standards, and being kind to others
Experience recruiting in AI, robotics, aerospace, or defense technology
Experience running or supporting an internship or co-op program, including intern-to-full-time conversion processes
Familiarity with U.S. defense-industry hiring considerations, including export control (ITAR/EAR) and work authorization requirements for early-career candidates
