Embedded Recruiter (Senior Talent Partner) – Deep Tech

Location: Hybrid (UK)

Engagement: Embedded, full-time

Experience: 6+ years in deep-tech / semiconductor / hardware recruitment (in-house, embedded/RPO, or agency)

The opportunity

You will embed into a high-growth deep-tech business as their dedicated recruiter, operating day-to-day as an extension of the internal People function. This is an execution-heavy, high-judgement role: you will own complex technical hiring end-to-end, move at pace, and help build a repeatable hiring engine that scales.

This is not generalist tech hiring. You will be working in highly specialised markets where credibility, precision, and persistence matter.

The role

As an Embedded Recruiter (Senior Talent Partner), you will run full lifecycle hiring across deep-tech engineering and selected commercial leadership roles depending on priority and region. You will embed with hiring managers, align on success profiles, build targeted sourcing strategies, and deliver high-quality shortlists for niche roles.

You will be expected to recruit for highly specialised positions including (examples):

Senior Digital IC Design Engineers

Senior Analog / Mixed-Signal IC Design Engineers

Memory design specialists and adjacent R&D engineering talent

Additional deep-tech engineering roles across IC, hardware, and systems, as required

Select head-office roles where needed (e.g., Business Development, Product, Partnerships)

What you’ll do

1) Own delivery (end-to-end)

Lead structured intake sessions (success profile, scorecard, interview plan, compensation context)

Build and execute sourcing strategies for scarce deep-tech talent across the US and Europe

Run full recruitment lifecycle: outreach, screening, shortlist quality, interview orchestration, offer strategy, close

Deliver a high-touch candidate experience that reflects a mission-led, technical environment

2) Recruit with technical fluency

Learn and communicate a complex technology story clearly and confidently

Hold structured conversations with IC design and deep-tech candidates (without needing to be an engineer)

Translate technical requirements into practical sourcing signals and screening criteria

3) Build a scalable hiring engine

Operate an ATS as the source of truth with clean workflows, stages, and reporting

Implement structured interview scorecards and repeatable hiring playbooks

Create weekly operating cadence: pipeline reviews, hiring manager updates, decision discipline

Support the foundations of employer brand in outreach and messaging consistency (where relevant)

What “great” looks like

Consistent progress against priority roles with clear funnel health and fast feedback loops

High quality, curated shortlists for niche deep-tech positions (quality over volume)

Strong stakeholder trust built through crisp communication, ownership, and pace

A hiring process that improves every month because you systemise it, not because the business slows down

What we’re looking for

6+ years recruiting in deep tech (semiconductors, IC design, hardware, advanced materials, compute infrastructure, or similarly technical domains)

Track record hiring across Digital IC, Analog/Mixed-Signal, and/or specialised engineering disciplines

Strong stakeholder management: able to align, challenge, and drive decisions without politics

High output and high judgement: speed with a high bar

Data and process mindset: you naturally run structured pipelines, metrics, and cadence

Comfort operating across geographies and time zones with clear written communication

Why this is different

This is an embedded role in a deep-tech environment at an inflection point. You will be trusted to operate like an internal owner, with real accountability for outcomes, quality, and pace.

Inclusion

We are committed to building a diverse, inclusive workplace. If you need adjustments at any stage of the process, we will support you.