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.

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