Sr. Recruiter

What you'll do

Own full-cycle recruiting for technical and leadership roles across the semiconductor org, including RTL/design engineers, process integration engineers, device physicists, packaging engineers, test and validation engineers, and technical program managers.

Act as a strategic partner to hiring managers and senior leaders, advising on market conditions, compensation benchmarking, org design, and hiring strategy rather than just sourcing against a req.

Build and maintain a strong personal network and talent pipeline across semiconductor companies, fabs, and adjacent industries (EDA, foundry, equipment, materials).

Lead sourcing strategy for niche and passive candidates, using deep knowledge of semiconductor sub-disciplines (analog/mixed-signal, digital design, DFT, CMOS process, packaging, yield/reliability) to identify qualified talent.

Manage a high volume of concurrent searches, including confidential and executive-level searches, with minimal oversight.

Drive an excellent candidate experience from first contact through offer and close, including offer strategy and negotiation.

Serve as a subject matter expert internally on semiconductor talent markets, compensation trends, and competitor landscape.

Mentor and support junior recruiters and coordinators; contribute to TA process improvement, tooling, and employer branding initiatives.

Partner with HR and compensation teams to structure competitive, equitable offers in a highly competitive talent market.

What you'll bring

5-8 years of full-cycle recruiting experience, with a significant, demonstrated focus on the semiconductor industry.

Proven track record recruiting for technical semiconductor roles (e.g., design, process/integration, product/test engineering, packaging, CAD/EDA, or manufacturing).

Strong existing network of semiconductor talent and fluency in industry-specific technical terminology, org structures, and career paths.

Experience partnering with senior technical leaders (Director+) on hiring strategy, headcount planning, and org design.

Track record of closing passive, competitive candidates in a tight talent market.

Deep knowledge of compensation structures and equity/leveling practices common in semiconductor and broader hardware/tech companies.

Excellent stakeholder management, communication, and negotiation skills.

Experience with applicant tracking systems (e.g., Greenhouse, Lever, Ashby) and sourcing tools (LinkedIn Recruiter, etc.).

Ability to manage a high-volume, high-complexity req load independently.