Senior Recruiter

About Standard Bots Standard Bots builds AI-native industrial robot arms deployed at manufacturing facilities across the U.S. In June 2026 we closed a $200M Series C at a $1B valuation, led by RoboStrategy with continued backing from General Catalyst and new participation from the Amazon Industrial Innovation Fund and Samsung Next. This Senior Recruiter role is quite literally building the team that’s building the robots! Note: This role is hybrid, with 3x/week required in our Glen Cove, NY manufacturing facility We are unable to offer visa sponsorship at this time.

We're looking for a Senior Recruiter who is scrappy, sourcing-obsessed, and built for startup chaos. You don't wait for candidates to apply. You find them, write copy that actually gets responses, run multi-stage outreach sequences, test subject lines, tweak messaging when response rates drop, and close people who have other offers on the table. You'll work super closely with manufacturing leadership and own hiring across our entire factory floor, from entry-level assembly technicians to plant managers, manufacturing engineers, quality leads, and everyone in between. You can run a high-volume hourly hiring process and a hard-to-fill-outbound-heavy technical search in parallel without dropping the ball on either. This is a full-cycle role! We believe sourcing and customer service philosophy is what separates good recruiters from great ones here, so you're constantly experimenting: new sequences, new channels, new angles on a message that wasn't landing. You notice when AI-generated copy sounds like AI-generated copy, and you fix it before it goes out. The ideal candidate has been keeping track of how many em dashes are in this JD and feels some sort of way about it. You'll report directly to the Head of Recruiting.

Sourcing & Pipeline Building - Build and own outbound pipelines for every role in the manufacturing org - Run multi-stage outreach sequences across email, LinkedIn, and other channels; track response rates, run experiments, and continuously iterate on messaging and copy - Source candidates who don't apply through traditional channels: trade schools, vocational programs, community networks, referrals, and wherever else the right people actually are - Stay three steps ahead of the floor's hiring needs so you're never starting from zero. You read the room, figure out what's broken, and fix it. Full-Cycle Ownership - Own the full search from first outreach to signed offer - Partner with floor-level hiring managers and plant leadership to define what great looks like, build scorecards, and run tight, consistent interview processes - Lead offer conversations and close candidates in a competitive skilled labor market Process & Experimentation - Bring structure to ambiguity - Maintain clean, timely ATS data in Ashby - Be a thought partner to manufacturing leadership on job titles, leveling, comp benchmarks, and interview design - Deliver a candidate experience that feels organized and human at every level — from a first-time assembly tech to a seasoned plant manager. Conversational > transactional! What We're Looking For - 5+ years of full-cycle recruiting experience, ideally with a meaningful portion focused on manufacturing, industrial, or hardware environments - Sourcing-first mindset! You love the hunt. You're most comfortable when you're building pipelines, not waiting on inbound - Demonstrated experience running and optimizing multi-stage outreach sequences. You track open rates, response rates, and conversion, and you actually do something when the numbers aren't good - A sharp eye for copy - Direct experience hiring across a range of manufacturing roles — hourly production workers, skilled trades, manufacturing engineers, and operations leadership - Startup or high-growth experience where you operated without a playbook, without hand-holding, and figured it out anyway - Strong enough to manage the whole funnel independently