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Atomic Machines

Senior AI Recruiter

Emeryville, CA

Partnering with this team is not just a recruiting role; it is a front-row seat to how elite AI teams are built. You will own searches from intake through close, partnering closely with hiring ...

Atomic Machines

Senior AI Recruiter

Emeryville, CA

Partnering with this team is not just a recruiting role; it is a front-row seat to how elite AI teams are built. You will own searches from intake through close, partnering closely with hiring ...

Renuity

Field Recruiter - East

Charlotte, NC · Remote

AI Recruiter Screen deadline June 23: Virtual Interviews conducted Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If ...

Jack and Jill AI

AI Growth Engineer at SignalFire

San Jose, CA · On-site

$114K - $156K/yr

This is a job that Jill, our AI Recruiter, is recruiting for on behalf of one of our customers. She will pick the best candidates from Jack's network The next step is to speak to Jack. Job Title: AI ...

Jack and Jill AI

Founding Engineer at Quest AI

San Jose, CA · On-site

$93K - $126K/yr

This is a job that Jill, our AI Recruiter, is recruiting for on behalf of one of our customers. She will pick the best candidates from Jack's network The next step is to speak to Jack. Founding ...

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How much do ai recruiter jobs pay per hour?

As of Jun 11, 2026, the average hourly pay for ai recruiter in the United States is $27.23, according to ZipRecruiter salary data. Most workers in this role earn between $20.19 and $31.97 per hour, depending on experience, location, and employer.

What is a $900000 AI job?

A $900,000 AI job typically refers to a high-level position in artificial intelligence, such as an AI executive, senior data scientist, or machine learning director, often requiring advanced skills, extensive experience, and sometimes specialized certifications. These roles usually involve leadership, strategic planning, and the development of complex AI systems, with compensation reflecting the expertise and impact of the position.

What are the key skills and qualifications needed to thrive as an AI Recruiter, and why are they important?

To thrive as an AI Recruiter, you need expertise in talent acquisition, a strong understanding of AI and machine learning concepts, and experience with data-driven recruitment strategies, often backed by a degree in HR, business, or a related field. Familiarity with Applicant Tracking Systems (ATS), AI-driven sourcing tools, and data analytics platforms is typically required. Strong communication, relationship-building, and adaptability help AI Recruiters effectively engage candidates and work closely with technical teams. These skills ensure recruiters can identify top AI talent, streamline hiring processes, and align recruitment efforts with organizational goals.

How does an AI recruiter work?

An AI recruiter uses algorithms and machine learning to automate parts of the hiring process, such as screening resumes, assessing candidate fit, and scheduling interviews. They analyze large volumes of data to identify suitable candidates quickly and efficiently, often integrating with applicant tracking systems (ATS) and utilizing natural language processing (NLP) tools. This technology helps streamline recruitment workflows and improve decision-making accuracy.

How does an AI Recruiter typically collaborate with hiring managers and technical teams during the recruitment process?

As an AI Recruiter, you will frequently work alongside hiring managers and technical teams to define job requirements, understand ideal candidate profiles, and refine search criteria for AI-driven sourcing. Regular communication ensures that the AI tools are calibrated to identify candidates who meet both technical and cultural needs. You'll also facilitate feedback loops, adjusting AI algorithms and recruitment strategies based on hiring outcomes and team input, which helps improve the quality of future hires.

What are AI Recruiters?

AI Recruiters are professionals who leverage artificial intelligence technologies to automate and enhance various aspects of the recruitment process. They use AI-powered tools to screen resumes, match candidates to job requirements, schedule interviews, and even conduct initial candidate assessments. By utilizing AI, recruiters can handle large volumes of applications efficiently, reduce bias, and improve the quality of candidate shortlists. This allows companies to find the right talent faster and helps recruiters focus on more strategic tasks.

What jobs pay 2000 a day?

High-paying jobs that can earn $2,000 or more per day include specialized roles such as senior consultants, surgeons, corporate lawyers, and certain freelance or contract positions in technology, finance, or consulting. These roles typically require advanced skills, extensive experience, and often certification or licensure, and may involve long hours or high levels of responsibility.

What job makes $10,000 a month without a degree?

An AI Recruiter can potentially earn $10,000 or more per month through commissions and bonuses, especially in high-demand markets. Success in this role depends on strong networking, sales skills, and industry knowledge, often without requiring a formal degree but emphasizing experience and performance. Many recruiters work independently or for staffing agencies, leveraging tools like applicant tracking systems and social media to find top talent.
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Senior AI Recruiter

Senior AI Recruiter

Atomic Machines

Emeryville, CA

Other

Posted 15 days ago

Job description

Atomic Machines is ushering in a new era of micromanufacturing with its Matter Compiler technology platform. This platform enables new classes of micromachines to be designed and built by providing manufacturing processes and a materials library that are inaccessible to semiconductor manufacturing methods. It unlocks MEMS manufacturing not only for device classes that could never be produced by semiconductor methods, but also for entirely new categories. Furthermore, this digital platform is fully programmable in the way 3D printing is digital-but whereas 3D printing produces parts of a single material using a single process, the Matter Compiler technology platform is a multi-process, multi-material system: bits and raw materials go in, and complete, functional micromachines come out. The Atomic Machines team has also created an exciting first device-made possible only through the Matter Compiler technology platform-that we will be unveiling to the world soon.
 
Our offices are in Emeryville and Santa Clara, California.

About the Role

You will be the dedicated recruiter for our AIMS team - Artificial Intelligence, Modeling, and Simulation - a world-class research and engineering group working on some of the hardest problems in applied AI.

Partnering with this team is not just a recruiting role; it is a front-row seat to how elite AI teams are built. You will own searches from intake through close, partnering closely with hiring managers to understand not only what each role requires, but what makes someone exceptional in it.

You will build sourcing strategies from scratch, craft outreach that earns responses from people who are not actively looking, and move candidates through a process that is transparent, efficient, and worth their time. When a search stalls, you will diagnose why and adjust. When a candidate has multiple competing offers, you will know how to keep them engaged and close effectively. You will keep hiring managers informed without overwhelming them, and you will push back when the bar drifts or the process breaks down.

AIMS is central to some of the most technically ambitious work at Atomic Machines. Building this team requires more than filling roles; it requires understanding rare talent markets, earning trust with technical leaders, and creating a recruiting process that can identify and close exceptional people.

This role is for a recruiter who wants to build, not just process - someone who is energized by hard searches, technical ambiguity, and the opportunity to help shape an extraordinary team from the ground up.

What You'll Do

  • Own full-cycle recruiting for the AIMS team, including AI/ML engineers, research engineers, digital twin specialists, generative CAD engineers, computer vision engineers, and data engineers
  • Build sourcing strategies from scratch, including target company lists, referral networks, talent maps, and multi-channel outreach
  • Develop pipelines that are not dependent on inbound applicants or obvious LinkedIn searches
  • Partner with hiring managers through intake, calibration, candidate review, interview process management, offer strategy, and closing
  • Translate role requirements into clear candidate profiles, outreach strategies, and interview plans
  • Present candidates with context, not just resumes, so hiring managers understand the signal, tradeoffs, and potential fit
  • Create a candidate experience that reflects the quality of the team: proactive, transparent, personal, and high-signal at every stage
  • Provide market intelligence that helps the team make faster, better hiring decisions
  • Identify where searches are blocked, diagnose root causes, and adjust strategy quickly
  • Maintain clear communication and search visibility without creating unnecessary process burden for the hiring team

What You'll Need

  • Bachelor's degree required
  • 3-10 years of full-cycle recruiting experience, ideally in a high-growth or startup environment, including exposure to AI, ML, data engineering, research, infrastructure, robotics, simulation, or similarly complex technical roles
  • Strong technical curiosity and the ability to understand what makes one technical candidate stronger than another
  • Proven ability to build pipelines for roles where the talent pool is small, specialized, and highly competitive
  • A sourcing methodology that goes well beyond LinkedIn and inbound applicants
  • Strong instincts for quality, signal, and fit in candidate profiles
  • Comfort pushing back when the bar drifts, the process breaks down, or the search needs recalibration
  • Ability to operate independently, move searches forward, and reduce cognitive load for hiring managers
  • Clear, concise, high-signal communication with candidates, hiring managers, and the broader recruiting team
  • Strong closing instincts and comfort navigating competitive offer situations
  • Curiosity, ownership, creativity, and resilience in hard searches

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