Senior Principal Executive Recruiter

Astera Labs (NASDAQ: ALAB) provides rack-scale AI infrastructure through purpose-built connectivity solutions. By collaborating with hyperscalers and ecosystem partners, Astera Labs enables organizations to unlock the full potential of modern AI. Astera Labs’ Intelligent Connectivity Platform integrates CXL®, Ethernet, NVLink, PCIe®, and UALink™ semiconductor-based technologies with the company’s COSMOS software suite to unify diverse components into cohesive, flexible systems that deliver end-to-end scale-up, and scale-out connectivity. The company’s custom connectivity solutions business complements its standards-based portfolio, enabling customers to deploy tailored architectures to meet their unique infrastructure requirements. Discover more at www.asteralabs.com.

Senior Principal Executive Recruiter

The Senior Principal Executive Recruiter will serve as a strategic talent advisor to executive leaders, helping Astera Labs understand its leadership needs before a requisition opens. translate business priorities into proactive executive talent strategies that support the company’s next phase of growth.

Working six or more months ahead of anticipated hiring needs, you will combine semiconductor and silicon market intelligence with a deep understanding of Astera Labs’ organization. This fully in-person role in San Jose will shape how a hyper-growth company builds the leadership capacity required to advance rack-scale AI infrastructure.

• Organizational & Executive Talent Strategy

• Partner with executive leaders to understand business priorities, organizational design, and capability gaps across the company.

• Develop rolling six-month executive talent plans that anticipate leadership needs well before roles are formally approved or posted.

• Translate business growth plans into clear recommendations on which capabilities, leadership profiles, and talent pools Astera Labs should prioritize.

• Market Intelligence & Strategic Advisory

• Analyze semiconductor and silicon talent markets, competitor activity, talent availability, and leadership trends to inform planning.

• Partner with stakeholders to surface emerging capability needs, align on future leadership priorities, and shape proactive talent strategies.

• Use market insight and organizational context to challenge assumptions, sharpen role definitions, and guide investment in critical talent.

• Proactive Executive Pipeline Development

• Build and maintain relationships with high-impact executives well before a requisition opens, creating durable pipelines for future priorities.

• Develop targeted talent maps for engineering and other executive functions across the semiconductor ecosystem.

• Create engagement strategies that keep priority talent connected to Astera Labs’ mission, technology, and long-term opportunity.

• Executive Partnership & Search Leadership

• Advise senior stakeholders on leadership profiles, assessment criteria, and timing for opening critical roles.

• Establish a clear search strategy and decision framework, then guide execution from kickoff through close in alignment with the broader talent plan.

• Deliver concise executive-level updates that connect talent-market