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Utilidata is a fast-growing NVIDIA-backed AI company enabling AI data centers to dynamically orchestrate power and unlock more compute capacity from existing energy infrastructure. For over a decade, we have applied AI to the electric grid — bringing real-time visibility and power-flow control to complex energy infrastructure. Our Karman platform, built on a custom NVIDIA module, brings that same capability to AI data centers, giving operators a way to better use the power already available to them.We're bringing talent acquisition (TA) in-house, and we're looking for the person who'll own it. You'll be the lead in-house recruiter at Utilidata, building the function from the ground up and running full lifecycle recruiting across the company, including technical hiring in software, hardware, and firmware. Beyond recruiting, you'll take on organizational development, headcount planning, job architecture, and HR technology, but recruiting comes first — it's why this role exists. We're looking for someone who operates as a peer to managers, directors, and VPs across the company, not a service function, and who's comfortable with the ownership, visibility, and pace that comes with building something new.ResponsibilitiesRun full lifecycle recruitment for technical and non-technical roles, including software, hardware, and firmware engineering, from intake through offer and closeBuild the in-house TA infrastructure that replaces our retained recruiting contract: sourcing strategy, ATS and tooling, interview process and scorecards, employer brandDecide when to bring in external recruiting resources for hard-to-fill or overflow searches, and manage that relationship directlyAct as the go-to thought partner for hiring managers and senior leaders on role scoping, hiring strategy, and candidate assessmentBring pipeline forecasting, time-to-fill, and quality-of-hire discipline to a high-growth environment, without adding process for its own sakeKeep the VP, People & Talent informed on strategy and risk, escalate judgment calls, and own the day-to-day decisionsPartner with the VP, People & Talent and executive team on headcount planning tied to business milestones, product delivery timelines, and growth targetsRight-size our job architecture and compensation philosophy as we scale; ensuring every new role is leveled and priced consistently with our existing architecture before it goes to marketIdentify, evaluate, and implement technology that improves the talent and people experience, with a bias toward AI-enabled tools where they create real leverage Partner with managers on learning and development efforts, from onboarding through identifying skill gaps tied to organizational growthMinimum Qualifications 8+ years of full lifecycle recruiting experience, including demonstrated ownership of a TA function, in-house or as the senior-most recruiting leaderPrior experience leading searches for technical talent: software, hardware, and/or firmware preferredExperience building TA and People Operations processes, not just executing on themExperience recruiting in a high-growth or scaling companyA track record of operating as a genuine thought partner to senior leaders (director/VP and above), with real examples of how you've earned that trustStrong execution orientation. You get things done, and you bring people along — valuing input, collaboration, and clear written and verbal communication as part of how you execute, not a delay to itExperience implementing or evaluating HR technology systems, such as an ATS, HRIS, or AI-recruiting toolsTech-savvy and AI-first in how you approach the work, with good judgment about where a human touch still matters mostWillingness to travel up to 20% of timeEnhanced Qualifications (Nice to Have) Experience leading organizational development initiativesExperience with strategic headcount planning tied to business or product milestonesExperience refining job architecture, leveling frameworks, or compensation philosophy at a scaling companyExperience supporting manager-facing learning and development programsAdditional HR certifications (PHR/SPHR, AIRS)Background in deep tech, energy, data centers, or AI infrastructure companiesSalary Range: $160,000 to $210,000 base compensation depending on experience and level, plus stock options. This role spans multiple job levels; final level and compensation will be determined based on the candidate's experience.Location: This position can be performed remotely from within the United States. Preference will be given to candidates based in or around Bay Area, CA or Ann Arbor, MI. Periodic travel to the company’s HQ in Ann Arbor, MI and industry events is required.Our Commitments:Utilidata values the diversity of our team. We provide equal employment opportunities without regard to race, color, religion, creed, sex, gender, sexual orientation, gender identity or expression, national origin, age, physical disability, mental disability, medical condition, pregnancy or childbirth, sexual orientation, genetics, genetic information, marital status, or status as a covered veteran or any other basis protected by applicable federal, state and local laws.We are committed to:Creating a diverse and inclusive workplace that is welcoming, supportive, affirming and respectfulEmpowering employees to solve problems and work together to make a differenceProviding mentorship and growth opportunities as part of a collaborative teamA flexible work environment with flexible paid time offCompetitive compensation and benefits, including health, dental, vision, and employer-match 401k
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