Recruiting Partner

IFM is hiring a Recruiting Partner in Sunnyvale, United States. It pays $80k-$120k a year and Level rates it ; you can apply on IFM.

Level's read on this job

On Level's scale, this HR role is Little AI ●○○○: aI is not part of the work.
Level classifies it as a senior role.
Level lists 46 other open roles at IFM.

AI in this role

About the Institute of Foundation Models We are a dedicated research lab for building, understanding, using, and risk-managing foundation models. Our mandate is to advance research, nurture the next generation of AI builders, and drive transformative contributions to a knowledge-driven economy. As part of our team, you’ll have the opportunity to work on the core of cutting-edge foundation model training, alongside world-class researchers, data scientists, and engineers, tackling the most fundamental and impactful challenges in AI development. You will participate in the development of groundbreaking AI solutions that have the potential to reshape entire industries. Strategic and innovative problem-solving skills will be instrumental in establishing MBZUAI as a global hub for high-performance computing in deep learning, driving impactful discoveries that inspire the next generation of AI pioneers. The Role We are seeking a Recruiting Partner with approximately 8+ years of experience in the technology ecosystem. This is not a typical "recruiter" role; it is a critical operational position that combines high-level PhD/Research Scientist sourcing with the rigorous, high-volume coordination required to scale a top-tier lab. In a high-growth environment, the "bottleneck" is often the schedule. You will be the architect of our candidate experience, ensuring that every interview loop—no matter how complex or cross-continental—runs with "white-glove" precision. Key Responsibilities 1. High-Volume Coordination & Scheduling (Primary Focus) - The "Scheduling Engine": Manage the complex, multi-stage interview calendars for all regional and international roles. This includes coordinating across multiple time zones. - Panel Optimization: Work with People Operations and Team Leads to ensure interview panels are balanced, diverse, and technically aligned. -Candidate Experience: Act as the primary point of contact for candidates, ensuring they are briefed, prepared, and supported from initial outreach to offer. 2. Full-Cycle Research Recruiting - Strategic Sourcing & Market Mapping: Conduct deep-market research and mapping to identify and engage world-class PhD talent across core and emerging AI domains, including Reinforcement Learning (RL), Post-training, Vision-Language Models (VLM), Diffusion, World Models, and Infrastructure. - End-to-End Search Management: Lead the full recruiting lifecycle from initial intake sessions with hiring managers to final closing. Develop tailored hiring strategies for niche research roles. - Stakeholder Management: Partner directly with Research Leadership and Team Leads to define role requirements, refine job descriptions, and calibrate candidate profiles through regular feedback loops. - Consultative Candidate Management: Serve as a brand ambassador and consultant to candidates, articulating the lab’s unique mission and technical roadmap to convert high-passive talent. 3. Talent Operations & Infrastructure - Compliance & Audit Readiness: Ensure all recruiting processes, documentation, and data tracking are fully compliant with federal and state labor laws (e.g., EEO, CCPA, and relevant California labor codes). Maintain an "audit-ready" environment for all hiring records and candidate data. - ATS Mastery: Take full ownership of our Applicant Tracking System. Ensure 100% data integrity, manage the referral pipeline, and provide weekly "Health of the Pipeline" reports to leadership. - Process Building: Evaluate and improve our hiring workflows. You will build the templates and playbooks that allow us to scale significantly. - Brand Ambassadorship: Help represent the lab at top-tier conferences to build our local and global talent brand. Requirements - 8+ Years of Experience: Proven track record in Talent Acquisition, specifically within high-growth AI labs or Tier-1 tech firms. - Research Literacy: You must understand the difference between a "Software Engineer" and a "Research Scientist." Familiarity with the ML research ecosystem and PhD hiring cycles is essential. - Mastery of Complexity: Exceptional organizational skills. You should thrive in the "logistical puzzle" of scheduling multiple complex interview rounds per day without errors. -Communication: Ability to communicate with high-seniority executives and elite academic researchers with professional poise. - Tools: Expert-level proficiency in modern ATS platforms (experience with Lever is a significant plus), LinkedIn Recruiter, and productivity suites. Benefits Include *Comprehensive medical, dental, and vision benefits *Bonus *401K Plan *Generous paid time off, sick leave and holidays *Paid Parental Leave *Employee Assistance Program *Life insurance and disability

How we rate this

Recruiting Partner at IFM rates 15 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.