Staff Recruiter

About Legion:

Let’s be real, AI isn’t magic; Legion was built to move beyond AI hype—delivering secure, reliable systems that work alongside the people tackling the world’s most critical challenges.

Born from a Department of Defense partnership and trusted by leaders across government and enterprise, Legion embeds intelligence inside complex systems, unlocking data, accelerating human workflows, and strengthening mission-critical systems. We don’t replace workflows—we optimize them, ensuring quality, efficiency, and reliability inside the platforms our partners already use.

With world-class collaborators like Palantir, Nvidia, HPE, and Oracle, we’re building intelligent infrastructure that enhances human capability and drives impact at the edge and across a range of enterprises.

We’re looking for bold thinkers and doers to join us in shaping the future of AI that’s secure, grounded, and built to work.

• →Own Full-Cycle Recruiting: Lead end-to-end recruiting across technical and non-technical functions, with a primary focus on highly specialized marketing, sales, engineering, AI/ML, infrastructure, product, and forward-deployed roles.
• →Partner With Leadership: Work directly with executives, hiring managers, and technical leaders to define hiring priorities, calibrate talent profiles, and influence organizational design decisions.
• →Build Recruiting Strategy: Develop and execute sourcing and hiring strategies for difficult-to-fill roles in highly competitive markets, particularly within AI, defense technology, and government-adjacent environments.
• →Drive Candidate Quality: Maintain a high hiring bar through thoughtful screening, interview calibration, structured evaluations, and strong partnership with interview teams.
• →Develop Talent Pipelines: Build proactive pipelines of exceptional candidates through outbound sourcing, networking, referrals, market research, and relationship-building.
• →Create Scalable Recruiting Operations: Improve and operationalize recruiting workflows, interview processes, candidate communication standards, and reporting infrastructure to support company growth.
• →Deliver Exceptional Candidate Experience: Ensure every candidate interaction reflects professionalism, responsiveness, transparency, and respect throughout the interview process.
• →Influence Employer Brand: Help shape how Legion is perceived externally by crafting compelling messaging, partnering on recruiting content, and communicating the company’s mission and technical challenges effectively.
• →Advise on Compensation and Closing: Partner with leadership on compensation strategy, equity conversations, and offer negotiations to successfully close high-impact candidates.
• →Operate Cross-Functionally: Collaborate closely with engineering, product, security, operations, and executive leadership teams to ensure recruiting efforts align with business priorities.
• →Provide Market Intelligence: Continuously gather and communicate insights on hiring trends, competitor activity, compensation benchmarks, and talent market dynamics.
• →Own Recruiting Metrics: Track pipeline health, conversion rates, time-to-fill, and hiring efficiency while identifying opportunities to improve recruiting outcomes.

• Experience recruiting highly technical talent: Significant experience recruiting for engineering, infrastructure, AI/ML, security, product, or other deeply technical roles in competitive markets.
• Track record of successful hiring execution: Demonstrated ability to close difficult searches and consistently deliver high-quality hires in fast-paced environments.
• Strong sourcing capabilities: Ability to identify, engage, and build relationships with exceptional talent through creative and persistent outbound recruiting strategies.
• Experience working closely with technical stakeholders: Comfortable partnering directly with senior engineers, founders, executives, and hiring managers on role definition and candidate evaluation.
• Excellent communication skills: Able to communicate effectively with candidates and internal stakeholders across all levels of technical sophistication.
• Strong operational mindset: Ability to improve processes, build structure where needed, and operate effectively with limited recruiting infrastructure or support.
• Ability to manage ambiguity: Comfortable operating in an early-stage environment where priorities shift quickly and processes are still evolving.
• High degree of ownership: Able to independently drive recruiting initiatives, prioritize effectively, and execute with urgency and accountability.
• Experience closing senior candidates: Strong ability to navigate compensation discussions, competing offers, relocation considerations, and complex candidate motivations.
• Ability to represent Legion effectively: Capable of articulating Legion’s mission, technology, and long-term vision in a compelling and credible way to candidates.

• Experience recruiting within AI, defense, or national security sectors: Familiarity with cleared hiring environments, government-adjacent technology companies, or mission-driven organizations.
• Startup experience: Experience working at an early-stage or high-growth startup where adaptability and speed are critical.
• Experience building recruiting infrastructure: Familiarity with ATS implementation, interview process design, recruiting analytics, and operational scaling.
• Technical fluency: Ability to understand and discuss modern engineering concepts, cloud infrastructure, AI systems, developer tooling, or distributed systems at a conversational level.
• Experience recruiting cleared talent: Familiarity with recruiting candidates holding SECRET, TS/SCI, or other government clearances.
• Employer branding experience: Experience contributing to recruiting marketing, talent messaging, or external brand positioning efforts.