Senior Technical Recruiter, Product Engineering
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Before you apply
LocationRemote, USA
Work moderemote · United States
Typefull-time
SenioritySenior
Experience5+ yrs
DepartmentPeople
Company size201–500 people
PostedNov 3, 2026 · 3d ago
Verified live5h ago
At a glanceSummarised by Seekless from the posting.
5+ years of technical recruiting experience
At least 2 years hiring engineers in electrical equipment, power systems, energy, or advanced hardware manufacturing
Track record of filling niche, hard-to-source engineering roles where the candidate pool is small and mostly passive
Comfort learning technical concepts quickly and talking credibly with engineers about their work
Strong research and sourcing skills beyond LinkedIn: Boolean, market mapping, and reaching people through their networks and communities
Ability to influence hiring managers, push back with data, and keep the bar high while moving with urgency
Comfort with ambiguity and shifting priorities
Start-up DNA
Experience recruiting from electrical equipment companies like Vertiv, IEM, and EPEC
Familiarity with the industry's standards and vocabulary (UL 891, IEEE C57, ANSI/NEMA, LV, MV, PDU, RPP, etc.)
Existing network in the power, utility, or data center infrastructure space
Skills
Ashby
What you’ll do
Giga is scaling fast, and our Product Engineering team is at the center of it. They design the switchboards, transformers, and power distribution equipment that run AI data centers. We need a Senior Technical Recruiter to own hiring for this team. The engineers we’re looking for are few and hard to find, and most of them aren’t looking for a new job.
You’ll partner directly with Product Engineering leadership to learn the work in depth, from transformer design to switchgear standards. Then you’ll find people who can’t be found on a job board. That means mapping the industry, building relationships with engineers before you have a role for them, and closing candidates who are happy where they are.
We work in a high-growth, constantly changing environment. Priorities shift, new roles open, and pipelines move fast. If you like building, solving problems in real time, and going after talent other recruiters give up on, this is your kind of place.
Where you’ll work
This role is ideally based in our San Francisco, Long Beach, or Houston offices, with full-time onsite expectations outside of bi-weekly WFH Fridays.
That said, we will make exceptions for truly exceptional talent if you live outside one of our hubs. If you’re the right person for this role, we’ll have a conversation about what works.
Responsibilities
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Own full-cycle recruiting for Product Engineering: electrical, transformer, power systems, mechanical/enclosure, and design engineers working on switchboards, transformers, and related equipment.
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Learn the technical domain well enough to hold credible conversations with engineers and calibrate quickly with hiring managers on what great looks like.
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Build talent maps of the electrical equipment industry. Know which OEMs, utilities, and manufacturers have the talent we need, and who the strongest people there are.
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Source passive candidates through deep research, industry associations (IEEE, NEMA), conferences, referrals, and long-term relationship building.
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Write sharp, technically credible job descriptions and outreach that resonate with experienced engineers.
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Run a fast, high-touch candidate experience and close candidates who are often weighing offers or deciding whether to leave a stable role.
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Share the Giga story, culture, and mission, and represent us well to every candidate you meet.
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Keep pipelines and metrics accurate in Ashby, and use data to improve speed and quality.
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Identify process gaps and fix them as the team scales.
Requirements
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5+ years of technical recruiting experience, with at least 2 years hiring engineers in electrical equipment, power systems, energy, or advanced hardware manufacturing.
•
A track record of filling niche, hard-to-source engineering roles where the candidate pool is small and mostly passive.
•
Comfort learning technical concepts quickly and talking credibly with engineers about their work.
•
Strong research and sourcing skills that go beyond LinkedIn: Boolean, market mapping, and reaching people through their networks and communities.
•
The ability to influence hiring managers, push back with data, and keep the bar high while moving with urgency.
•
Comfort with ambiguity and shifting priorities.
•
Proficiency with Ashby (preferred) and modern sourcing tools.
•
Start-up DNA.
Bonus points
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Experience recruiting from electrical equipment companies like Vertiv, IEM, and EPEC
•
Familiarity with the industry’s standards and vocabulary (UL 891, IEEE C57, ANSI/NEMA, LV, MV, PDU, RPP, etc.)
•
An existing network in the power, utility, or data center infrastructure space.