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. \n What You'll Do: • 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 Required Qualifications: • 8+ 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 Preferred Qualifications: • 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 \n $120,000 - $216,000 a year Seattle and San Mateo Range: $144,000 - $216,000 All other locations range: $120,000 - $180,000 \n