Special Ops.

We’re a tight, hands-on crew—builders who test hard, move fast, and let results speak. Low ego, high discipline, and a bias for small teams operating on the bleeding-edge of hardware. The culture is proof-driven: we are extreme people who build, break, and iterate.

On the tech side, we’re engineering high-efficiency pulsed-power drivers on a practical MagLIF path—scaling from demonstrated radiation sources toward plant-class systems.

We are searching for a force multiplier for hiring—partner with the recruiting team to grow Fuse beyond headcount by building systems, pipelines, and relationships that compound.

Your mission: find, engage, and land the rare minds who can blend radiation and metal into extreme hardware. You’ll run targeted talent operations—quickly, and with discipline—so our builders can build and our organization can scale.

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  Force multiply: Plan & execute outreach ops—design campaign briefs, hit lists, and timelines; run multi-channel pushes (email, DM, phone, in-person) with tight feedback loops.

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  Own the ground game: travel whenever/wherever the mission calls—labs, campuses, conferences, meetups, and test sites.

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  Plug into networks: stand up durable ties with universities, clubs, student orgs, professional societies, career fairs, and events; build faculty/organizer relationships that compound.

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  Source like an engineer: boolean/facet queries, GitHub/Stack/Google-fu, publications/patents, conference proceedings, defense/cleared corridors, and niche forums.

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  Qualify with fidelity: calibrate on bar and must-haves; surface signal fast; write tight candidate briefs leaders can trust.

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  Close with clarity: manage expectations, salary bands, timelines; partner with founders/engineering leaders to run clean, decisive loops.

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  Protect the brand: every touch is crisp—Fuse’s pace and culture should be obvious in the experience.

• Top-tier mindset: low-ego, high-ownership, mission-before-credit; you thrive in ambiguity.

• Field-ready: valid passport/ID and willingness to travel on short notice, including nights/weekends when the mission demands.

• Full-stack recruiter: 2+ years in technical sourcing/recruiting (startup or hard-tech preferred); you can build a market map in the morning and close a candidate in the afternoon.

• Technical curiosity: you don’t need to design a pulser, but you can tell IMG from DPF, read a resume beyond buzzwords, and ask the right follow-ups.

• Systems & rigor: you instrument funnels, A/B outreach, and maintain impeccable data hygiene in an ATS; dashboards are simple and decision-useful.

• Polished communicator: concise writing, crisp calls, credible presence with executives, professors, and senior engineers alike.

• Ethics & judgment: candidates would recommend you to a friend—even when the answer is “not this role.”

• University program ties (faculty, labs, SAE/rocketry clubs, IEEE/NSS/Nuclear engineering departments) and experience hosting on-campus activations.

• Built referral programs, ambassador networks, or on-site hiring events that produced repeatable hires.

• Fluency with outbound stacks (LinkedIn Recruiter, AmazingHiring, Gem, GSheets/Notion)