Recruiter

Tenstorrent is hiring full time and contract recruiters. We're looking for people who own searches rather than fill them. You would carry a portfolio spanning hardware, AI software and go-to-market, and own each search from the hiring manager intake through the accepted offer: the spec, the level call, the market read, what the loop tests, and the close. When you think the bar is wrong, you'll have direct influence with the hiring team to make a change.

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.

• 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.
• 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.
• 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.

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