| Location | San Francisco, California |
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 the recruiting team is how we bring in the people who define the company. This is a full-cycle role based in San Francisco, owning searches across the business.
You will run your searches with high agency and minimal supervision, with a manager who mentors you. We automate the parts of recruiting that do not need judgment so that you can spend yours where it counts: reading a search before it stalls, calibrating a loop, and winning the close.
We need someone who:
Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled, and you say so when the two diverge.
Builds in ambiguity: You are energized by undefined problems and create structure where there is none, from role definition to the evaluation loop.
Prioritizes strategically: You read the data, anticipate where a search will stall, and put your time where it creates the most leverage.
Independent, and still growing: You run searches with minimal supervision today and want a manager who will mentor and stretch you toward full strategic scope.
Own full-cycle hiring across engineering, product, solutions architecture, GTM, and G&A, running onsites and closing senior and executive hires face-to-face in San Francisco.
Partner with senior leaders and the C-suite to define brand-new roles before they kick off, and coach hiring managers, including first-timers, through the process.
Source beyond LinkedIn and build the evidence for why a candidate is the best, not just best available.
Build rigorous, role-specific evaluation from scratch: define what good looks like, assess for the attributes and values that predict success, and make the process itself a reason candidates want to join.
Win competitive closes by sharpening the value proposition and total-compensation narrative, then run a clean operation behind it: quality-of-hire measurement, hire look-backs, market intel, reportable Ashby data, and process documented in Notion.
Must-have:
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.
Experience defining roles, rubrics, and evaluation processes from scratch and coaching hiring managers, including first-timers.
Strong ATS discipline (Ashby or comparable) and recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics such as time-to-fill, pass-through, and quality of hire.
Based in San Francisco, able to work from the office 4+ days per week and host candidate onsites.
Nice-to-have:
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 clear evidence you can 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, while 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.
Priority roles close faster, and quality-of-hire and look-back loops are running and feeding back into how we evaluate.
Real ownership with a direct mentor and room to grow: You run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
Compensation: Competitive base salary with equity in a unicorn-stage company
Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
Financial: 401(k) matching up to 4% of base pay
Time Off: Unlimited PTO plus company-wide Refill Days throughout the year