Early Talent/University Recruiter

Nuro•Mountain View, CA

1d•$99,220 - $149,330

About The Position

In this role, you will be responsible for identifying and attracting the next generation of technical leaders from the world’s most prestigious academic institutions. You won't just be filling seats; you will be building a diverse, high-caliber pipeline of BS, MS, and PhD(intern) talent that will define our technical roadmap for years to come. As a strategic partner to our Engineering and Research organizations, you will navigate the unique nuances of campus cycles, from intern hiring to BS/MS FTE hiring. You will act as a consultant to leadership, translating business needs into actionable hiring plans while ensuring every candidate from a first-year intern to a doctoral researcher has a world-class experience. While 50-60% focus of this role would be early talent, you`ll partner with Tech/G&A recruiting teams during off season and support roles across the company.

Requirements

Experience: 3+ years of experience in university recruiting or technical recruiting, ideally within a high-growth tech environment.
Technical Literacy: A strong understanding of the software engineering landscape (e.g., distinguishing between specialized PhD research in AI/ML vs. generalist full-stack BS roles).
Relationship Management: Proven ability to collaborate with and influence senior engineering leaders and "Comp" partners.
Data-Driven Mindset: Experience using Applicant Tracking Systems (preferably Greenhouse) to track metrics and drive decision-making.
Communication: Exceptional communication and relationship-building skills - confident engaging with students, career centers, professors, and internal teams alike.

Responsibilities

Full-Cycle Technical Recruiting: Manage the end-to-end recruitment process for interns and new grads, including initial resume screening, behavioral interviewing, and complex offer negotiations.
Cross-Functional Collaboration: Partner with multiple software engineering teams to understand their specific tech stacks and headcount needs. You will lead regular "sync" meetings to keep stakeholders aligned on progress.
Hiring Plan Development: Move beyond reactive hiring by building data-driven seasonal hiring plans. You will forecast pipeline health and adjust strategies based on real-time metrics.
Compensation & Internal Communication: Work closely with our Compensation and Benefits teams to stay competitive in the "early career" market. You will clearly communicate total rewards packages, including equity and relocation, to candidates and internal leadership.
Process Improvement: Identify bottlenecks in the technical interview process and work with engineering leads to streamline assessments and scorecards.
Strategic Sourcing & Branding:This role won't require extensive travel but there would be opportunity to attend selective (2-4/year) career fairs and hackathons while building meaningful relationships with career centers, and student organizations.
Learning and growth: This role would offer opportunities to support roles outside of early talent recruiting during off season.