Recruiter

About Quartermaster

Quartermaster is building the world's most comprehensive maritime intelligence platform. Our SmartMast™ system transforms commercial and civilian vessels into a persistent, distributed sensing network—combining HD video, AI, radar, RF sensing, and AIS to deliver real-time maritime domain awareness at global scale. With 600+ sensors deployed across 25+ countries and more than 400,000 vessels identified outside of AIS, we are setting a new standard for what ocean surveillance and safety can look like.

We are a mission-driven, high-velocity team building dual-use technology for defense agencies, coast guards, and commercial maritime operators. If you want your code to run on vessels crossing every ocean on earth, this is the place.

Job Description

To scale our team alongside our mission, we are expanding our Talent Acquisition engine. We need a Recruiter who can help us build the foundational talent pipeline to directly drive our strategic growth. This is a hyper-specific, mission-critical role. Beyond standard sourcing, you will implement best talent acquisition practices to scale both our technical and operational footprints. You will build the recruiting infrastructure and candidate pipeline tools required to support our global fleet expansion and technical deployments. Furthermore, you will serve as a full-lifecycle "Swiss Army Knife" recruiter who can be pulled in any direction by different department heads—whether headhunting embedded engineering talent or partnering with executive leadership to hire across finance, legal, HR, and operations. We want the kind of talent partner who has operated in high-growth startup environments: someone with the rigor, versatility, and systems thinking of the best talent teams in the world.

Key Responsibilities

Lead full-lifecycle recruitment across both high-bar technical domains (embedded systems, software, hardware, edge) and core business verticals (finance, legal, compliance, HR, operations).

Architect the technical sourcing strategy across specialized platforms (LinkedIn Recruiter, Gem) to systematically identify, engage, and close top-tier passive talent in competitive markets.

Design and own the end-to-end candidate pipeline infrastructure within Ashby, ensuring seamless coordination, candidate tracking, and real-time process visibility across all open requisitions.

Define and enforce structured hiring standards, establishing objective evaluation frameworks, standardized interview rubrics, and consistent candidate scorecards across all departments.

Partner directly with executive leadership and department heads to translate evolving business and engineering roadmaps into clear role specifications, search strategies, and interview loops.

Drive candidate offer architectures and closing strategies, navigating complex equity compensation, salary negotiations, and offer delivery in high-stakes hiring scenarios.

Establish and enforce strict operational standards across the hiring stack, optimizing interview workflows and maintaining calendar efficiency using Google Workspace.

Diagnose and ruthlessly eliminate bottlenecks in the hiring pipeline, ensuring rapid candidate turnaround, minimal time-to-hire, and an exceptional candidate experience.

Drive the technical roadmap for our talent acquisition stack, evaluating modern recruiting tools and continuously maturing our sourcing and assessment methodologies as the company scales.

Serve as an adaptable partner across the entire organization, seamlessly shifting context between engineering deep-dives and G&A/operational requisitions based on shifting company priorities.

Qualifications

2+ years of full-desk recruiting experience (in agency, startup, or venture-backed environments), comfortable managing the end-to-end process from client/manager intake to closing candidates

Proven track record of operating as a "Swiss Army Knife" recruiter with demonstrated success closing both engineering and non-engineering roles.

Deep hands-on experience using LinkedIn Recruiter for complex outbound sourcing and candidate pipeline generation.

Expert-level fluency with modern ATS/CRM platforms—specifically Ashby—as well as Google Workspace for operational execution.

Strong technical literacy with the ability to articulate complex engineering concepts, vet candidate signals accurately, and represent Quartermaster's technical mission.

Demonstrated ability to build, implement, and run structured interview loops, evaluation matrices, and debrief frameworks.

Uncompromising operational standards: a history of driving high-touch candidate experiences, maintaining impeccable ATS hygiene, and operating with extreme autonomy.

Bonus Points

Prior experience recruiting within defense tech, maritime, hardware, or edge-computing sectors.

Background managing executive search processes or specialized compliance, legal, and government-facing requisitions.

Exposure to early-stage startups scaling through Series A/B growth milestones.

Work Environment

Distributed team environment working asynchronously.

Start-up atmosphere with autonomy given to team members.