Player/Coach Recruitment Team Lead (Los Angeles in-office or Remote/US)

United StatesRemotefull-timelead

OtherRecruitment

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Quick Summary

Key Responsibilities

intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date. Team performance.

Technical Tools

OtherRecruitment

SECUREVISION · LOS ANGELES (IN OFFICE, PREFERRED) OR REMOTE, US · FULL-TIME · CLIENT FACING TEAM LEAD

Since 2015 we have partnered with hundreds of investment-backed tech companies, from seed stage through enterprise, and fill roles across GTM, engineering, and G&A. Our clients include NerdWallet, Affirm, GrubHub, Chili Piper, Danaher, Konica Minolta, and Samsara. We have 496 reviews on G2 with a 4.8 out of 5 star rating.

We were built on one conviction: the gap between a good hire and a great one is exponential, not marginal. Every talent acquisition solution we build is sustainable, predictable, reportable, and scalable.

You will lead a team of SecureVision recruiters and sourcers embedded with a venture-backed hardware company in Los Angeles that is scaling its engineering team fast. You carry your own engineering searches and you are the team's day-to-day lead: the person the client's Head of Talent and engineering leaders go to first.

You work inside their Slack, their stand-ups, their ATS, and their office, working their hours alongside their internal recruiting team. When candidates come on site, you and your team meet them face to face.

Behind you is the SecureVision RPO engine: a delivery lead running performance management and client reporting, a sourcing stack built for outbound at scale, and a decade of process and market expertise you can pull from on any search. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter. Your job is to make the whole team run that way.

Responsibilities

~2 min read

→Your own searches. Full life cycle recruiting for a set of hardware engineering roles: intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date.
→Team performance. Each recruiter has a quarterly hiring goal for the engineering org they support. You track pace weekly, spot slippage early, and fix it with the recruiter before it shows up in a report.
→Coaching. Calibration quality, the screening bar, and close technique across the team. You onboard new team members as they join and get them to full coverage in their first two weeks.
→Client partnership. Weekly pipeline reviews with the Head of Talent and engineering leaders. You shape req assignment across the team, the hiring-manager approval loop, and interview scheduling at volume.
→Calibration in the first 48 hours of every new search, for your roles and your team's. Ten profiles per role, walked through with the hiring manager on a screen share so evaluation is tight from day one.
→The quality bar. The client wants exceptional engineers, not headcount. You make sure nobody reaches a hiring manager without technical depth checked against the role's actual stack, stage fit, reference readiness, and verification that the candidate is who they say they are.
→ARPO throughout the process (activity, ranking, process, offer) so decline risk surfaces early instead of at offer stage.
→Reporting with the delivery lead. Clean ATS data across the team, weekly metrics, and risks raised with a solution already attached.
→Building the client's own team. Supporting the client's hiring of internal recruiters and the handoff plan when the engagement scales down.

Weeks 1 to 2: intakes and calibration complete across your team's roles. First recruiter screens in days 3 to 7, first hiring-manager interviews in days 7 to 10. Weekly rhythm with the Head of Talent in place.
Weeks 2 to 3: full pipeline on the team's priority roles.
First 30 days: first hires coming through across the team. Every recruiter on pace against their goal, or on a plan to get there.
Days 30 to 60: starting roles filled, additional roles added, new team members fully ramped.
By 90 days: data supports that the client is on track to achieve their engineering hiring plan.

7+ years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
2+ years leading recruiters, formally as a manager or as a player-coach carrying your own reqs.
Deep hardware engineering recruiting experience: electrical, mechanical, firmware and embedded software, autonomy and robotics, or manufacturing, NPI, and test engineering. You have built or scaled an engineering team through a hiring surge.
A background at a robotics, aerospace, automotive, IoT, industrial, or consumer hardware company is a strong plus.
Technical fluency. You can hold a real conversation about the stack: PCB design and Altium, embedded C/C++, RTOS and embedded Linux, real-time control software, ROS 2, perception and controls, DFM/DFA, and hardware-in-the-loop test. You don't design the board, but you can tell a hiring manager why a candidate's experience fits or doesn't.
Expert-level LinkedIn Recruiter user with a real outbound sourcing track record. Most of your hires should be people you found, not people who applied.
Judgment on stage fit. You know the difference between an engineer who has shipped hardware at a 40-person startup and one who has only operated inside a 5,000-person org, when each is the right hire, and why it matters to the hiring manager.
Executive presence. You will be in rooms with founders, CTOs, engineering leads, and Heads of Talent, and you need to hold your own.
Client-facing experience. Account management or customer success instincts are a plus.

High emotional intelligence and business acumen. You can draw the line from a single hire to the client's larger goal.
You raise the team's standard by example first, then by coaching.
Proactive and resourceful. You surface problems with a solution already attached, before the client knows there is a problem.
Comfortable in a fast, hands-on, high-ownership environment that moves at startup speed.
Able to run several searches, several recruiters, and several stakeholders at once without giving up quality.
Strong written and verbal communication. You build trusted relationships quickly and keep them.

In office in Los Angeles alongside the hardware teams you hire for, or remote anywhere in the US.
You lead a team through a high-volume engineering hiring push, and your track record keeps compounding.
A delivery lead invested in your performance, plus a tooling and sourcing stack most internal teams do not have.
A path into delivery leadership, account management, or client leadership.
Full-time W2 role with SecureVision with a flexible compensation package that is tailored to your geographic location and level of experience.
Comprehensive benefits suite designed to support your well-being, which includes healthcare coverage, paid time off (PTO), and paid company holidays.

Part of our screening runs through an AI interviewer. By submitting an application, you agree that SecureVision and its AI interviewing vendor may contact you by text message at the mobile number on your application, including through automated means, to schedule and conduct a first-round screening interview and to send you updates about your application.

Reply STOP at any time to opt out. Opting out of text messages does not remove you from consideration. A SecureVision recruiter reviews every AI screening interview. The AI interviewer does not make hiring decisions.