Member of Recruiting Staff - Technical Recruiter

Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.

Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A.

Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.

We need someone who:

• Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.

• A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes

• Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers

• Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)

• Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites

• AI / ML or deep-tech recruiting experience

• Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook

• Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation

• Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)

• You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end

• You run independently, trusted with judgment calls, sustaining hiring quality and pace

• New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.

• P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.