Recruiter, University and Alternative Channel (R5635)

Shield AI's future engineering bench is built on campus. We are looking for a Sr. Staff Recruiter to own university recruiting end to end — the campus strategy, the full-cycle hiring of every intern, co-op, and new grad, the conversion of interns into full-time engineers, and the partnership with our internship program team that makes those conversions happen.

This is a single-threaded owner role. You will run the full university recruiting lifecycle — Plan, Attract, Engage, Assess & Hire, Convert, Retain, Optimize — across a standard slate of technical roles including Software Engineering (C++, autonomy), Systems Engineering, Electrical Engineering, Integration & Test, and Mechanical Engineering, plus select business functions. You will operate with real autonomy on strategy and real accountability for outcomes: demand fulfilled on time, offer accept rates in a brutally competitive market, and a 75% intern-to-full-time conversion target.

You are equal parts strategist, closer, and program partner. You are comfortable presenting a school portfolio and ROI analysis to a VP in the morning, running a technical calibration with hiring managers at midday, and closing a rising senior with three competing offers that night.

Own Shield AI's university recruiting strategy end to end, including the target school portfolio, annual plan, calendar, and budget

Lead demand collection with business leaders for interns, co-ops, and intern-to-FTE conversions, driving iHIRE approvals and req postings on schedule

Build Shield AI's campus brand through technical storytelling, faculty and career center relationships, and engagement with robotics, AI, and diversity student organizations

Represent Shield AI at career fairs, tech talks, and info sessions, and build early pipelines of high-potential candidates ahead of req approval

Run full-cycle recruiting for all intern, co-op, and new grad roles across software, systems, electrical, integration and test, and mechanical engineering

Maintain a structured, bias-reduced evaluation process and run intern interview training and calibration to keep the bar consistent across teams and sites

Extend timely offers within the standard framework by role, location, and level, and partner with Compensation on salary and housing stipend benchmarking

Own the accepted-offer-to-Day-1 experience to reduce reneges and strengthen onboarding readiness

Partner with the intern program team on mentorship matching, project scoping, reviews, and intern events

Own the intern conversion cycle, from identifying full-time-eligible interns through extending return-intern and full-time offers

Report on demand fulfillment, offer and accept rates, conversion, diversity, and school ROI, and use those metrics to reshape each season's strategy

5+ years of full-cycle recruiting experience, with at least 3 years focused on university, early-career, or campus recruiting

Demonstrated ownership of a campus strategy end to end — school selection, event planning, budget, and season execution — not just requisition execution

Track record of high-volume technical hiring for engineering roles, and of closing candidates in a competitive market

Experience partnering directly with senior business and engineering leaders on workforce planning and demand

Strong data instincts: you build and use funnel metrics, conversion rates, and ROI analysis to make decisions and to influence leaders

Proficiency with an ATS and sourcing tools; comfort building process, templates, and reporting from scratch

Excellent written and verbal communication; you represent the company credibly to students, faculty, and executives

Willingness to travel during peak campus season

A demonstrated record of working hard, being a trustworthy teammate, holding yourself and others to high standards, and being kind to others

Experience recruiting in AI, robotics, aerospace, or defense technology

Experience running or supporting an internship or co-op program, including intern-to-full-time conversion processes

Familiarity with U.S. defense-industry hiring considerations, including export control (ITAR/EAR) and work authorization requirements for early-career candidates