Hardware Recruiter

At Senra Systems, we believe that the future of manufacturing lies not in automation, but in configuration. We supercharge electrical wire harness manufacturing through software configuration, transforming skilled assembly tasks into high-throughput production lines. We enable customers to design what they want, when they want it and deliver harness builds at record-breaking speed. Role Overview: We are hiring a Recruiter to play a key role in scaling our organization. Over the next year, we expect to significantly grow headcount across both our manufacturing operations and corporate functions as we launch our second factory. This role will be central to supporting that growth. You will own full cycle hiring across the business — from high volume technician roles to critical corporate positions spanning Engineering, Finance, Sales, and G&A. This role requires range: you'll need to move quickly on production floor hiring while also running rigorous, relationship-driven searches for office and professional roles. We are looking for someone who can build durable hiring pipelines, move quickly without sacrificing quality, and make hiring decisions that support long term performance and retention. What You Will Own: Recruitment Operate with a high degree of ownership in a lean recruiting team, setting priorities and driving hiring outcomes with minimal overhead. Drive full cycle recruiting for hourly and salaried manufacturing and corporate roles including, but not limited to: Production and Harness Technicians Manufacturing Engineers Quality Technicians and Quality Engineers Production Leads, Supervisors, and Operations support roles Software Engineers & Product Managers Execute sustained high-volume technician hiring while maintaining hiring quality and retention. Partner closely with manufacturing leaders to influence hiring decisions and reset expectations based on market realities. Partner with functional leaders to deeply understand role requirements, team dynamics, and the profiles most likely to succeed at a startup in a scaling phase. Balance competing priorities across business functions while maintaining responsiveness and quality on all open roles. Pipeline Strategy Proactively source candidates through outbound channels including LinkedIn, Indeed, referrals, trade schools, university programs, and local workforce programs. Build and maintain pipelines for high priority and hard to fill roles across both manufacturing and corporate functions. Identify post hire performance gaps and adjust sourcing and screening accordingly. Adapt hiring plans as business priorities and headcount needs evolve. Hiring Quality Conduct structured screens tailored to each role — assessing technical fit for engineering and finance roles, drive and commercial instincts for sales, reliability and hands-on capability for manufacturing. Assess coachability, learning ability, direct communication, low ego and high ownership Partner with hiring managers to improve interview questions and selection criteria. Ensure hiring decisions are consistent and grounded in business realities, not just candidate availability. Operational Rigor Manage high candidate volume with strong organization, compliance, and candidate communication. Maintain accurate ATS data and recruiting metrics across all functions. Partner with People Ops to ensure smooth onboarding and day one readiness. Continuously improve recruiting processes to support scale and retention. What We Are Looking For Required 3–5+ years of full cycle recruiting experience, with meaningful exposure to both manufacturing hiring and general corporate roles. Demonstrated experience hiring hourly technicians or skilled production roles alongside corporate positions. Comfort context-switching between high-volume operational hiring and more consultative, relationship-driven searches. Strong sourcing capability with limited reliance on inbound applicants. Clear and direct communicator who can set expectation