Recruiter

This is a generalist seat. In a given quarter you might be hiring silicon design and verification, compiler and ML framework engineers, and a go-to-market leader. Deep expertise in all three is not the expectation and nobody here has it. What the role requires is getting to a defensible read in territory you do not know: what to ask, whose judgment to borrow, and what you will not conclude on your own.

This role is remote, with global opportunities.

We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting.

Who You Are

• You form your own view of a candidate. You read what someone actually built, shipped, taped out or carried, and you can say which parts of a profile are outside your judgment and how you would get to an answer.
• You would rather give a hiring manager unwelcome news early than manage around it. You have changed someone's mind about a bar using evidence, without any authority over the decision.
• You are comfortable being the least domain-expert person in the room and still producing a read people can act on.
• You build the mechanism. When a loop is not working, you fix what it tests rather than only how it runs.

What We Need

• You have owned searches end to end, from intake to accepted offer, in more than one domain. Technical and go-to-market both count. We care about the range, not the logo.
• You have closed senior candidates who held a better-paying offer, and you can say what they wanted that was not money.
• You can turn a vague hiring manager need into a written spec with a level call and a stated trade, and you re-open the must-haves when the level or the budget moves instead of quietly lowering the target.
• You watch a small number of numbers on your own searches, and you have changed course because of one.

What You Will Learn

• How a hardware company that actually ships makes hiring decisions, from silicon through go-to-market.
• How to read primary evidence about deeply technical people: what a tapeout history, a repository or a paper actually tells you about depth.
• How to design an interview loop and a scorecard a busy panel will hold to, and run a debrief that can decide.
• How to build recruiting process while the systems around it are still being rebuilt, which is a different skill from operating a finished one.

Compensation for this role ranges from $100,000 to $177,000 base, plus equity and a bonus target. Experience, skills, education, background and location all impact the actual offer made.

Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer.

This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded.