AI and Robotics Recruiter

Physical Intelligence is bringing general-purpose AI into the physical world. We are a group of engineers, scientists, roboticists, and company builders developing foundation models and learning algorithms to power the robots of today and the physically-actuated devices of the future. As a Full Stack Recruiter, you will help build the team that builds the robots - owning high-impact searches across research and engineering. The Team The People team at Pi exists to recruit the world’s best talent and provide them the tools and context to do their life’s best work, removing all barriers, physical or digital, save the immense complexity of the problem at hand. The Recruiting team partners directly with founders and technical leaders to design roles, define talent strategy, and close exceptional candidates. We operate with a high bar, high transparency, and strong market awareness. In This Role You Will - Be an owner: recruiting is your profession, your specialty. Build it like you want it. Own full lifecycle recruiting for technical roles from building heatmaps for frontier lab talent to building relationships that allow you to close with full autonomy - Be a hunter: proactively identify and engage top-tier talent across ML research, robotics, systems, and infrastructure. Bring analytical rigor to your talent strategies. - Design interview processes: drive structured interviewer calibration while adapting evaluation to the specific talent market and role complexity. Be creative. There is no one-size-fits-all and the “set it and forget it” interview competency architecture is a thing of the past. - Have an opinion: you are the expert. Use your expertise. Provide informed guidance on compensation and competitive positioning. What should we do to close? What are we not thinking of? What is the most important thing to our candidates and how can we meet them where they are? - Be a partner, be a peer: recruiting at Pi is not a service org. We want you to help shape the process and approach. Partner with founders and hiring managers to align on tradeoffs, scope, and urgency. You will be in the room either way, with a seat at the table, so you might as well speak up. - Be a builder : design bespoke closing strategies. Tell the company story with clarity and conviction so candidates leave energized and informed. Leave no stone. - Be a steward, be an ambassador: treat every candidate with care and respect. How someone feels after a rejectio reflects on us. Take that seriously. What We Hope You’ll Bring - 6+ years of recruiting top .02% talent. Everyone says they have a high bar. We mean it, mathematically. - Resilience. If you think you’ve “seen this market before,” you haven’t. None of us have. - Urgency. The time is now, always. The best candidates are rarely on the market, and are often gone in days if not hours. We don’t wait. We act. ”Make it happen” is how we are wired. - Intellectual horsepower and analytical rigor. This isn’t all feel; it is a mix of art and science. We work deep in the data and make evidence-based arguments. - Sophisticated and creative sourcing approaches. We are creating tools to map the market, dashboards to track talent pool over the long term, and outreach campaigns that build relationships over years. - Genuine interest and curiosity about robotics and AI in the physical world. - A data-driven mindset. We work with scientists; we evidence our actions. Bonus Points If You Have - Experience recruiting ML/robotics/AI or Hardware talent. - Executive Recruiting Experience. - Prior experience as a first recruiter or Head of Talent. - Familiarity with AI-powered recruiting tools and automation workflows. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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