Senior Recruiter, University and Alternative Channels

Shield AI’s future engineering bench is built on campus. We’re looking for a Senior Recruiter to own university recruiting end to end—from campus strategy and full-cycle hiring for interns, co-ops, and new graduates to intern-to-full-time conversion, in close partnership with our internship program team.

You will lead the full university recruiting lifecycle—Plan, Attract, Engage, Assess & Hire, Convert, Retain, and Optimize—across Software Engineering (C++ and autonomy), Systems Engineering, Electrical Engineering, Integration & Test, Mechanical Engineering, and select business functions. You will have real autonomy to shape strategy and clear accountability for outcomes: meeting hiring demand on time, securing offer acceptances in a fiercely competitive market, and converting interns into full-time engineers.

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

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

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

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 for Aircraft

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