Recruiter, Operations

Physical Intelligence is bringing general-purpose AI into the physical world.

We are a group of engineers, scientists, roboticists, and company builders developing foundation models and learning algorithms to power the robots of today and the physically-actuated devices of the future.

The Team Our operations teams keep Pi's robots running and learning every day.

Robot Operators, copilots, shift leads, technicians, and props staff work on-site in San Francisco to collect the data our models are trained on, and we're growing these teams quickly.

This role sits on the People team and partners directly with operations leadership to build and run the hiring engine behind that growth, starting with high-volume Robot Operator hiring.

As Pi's Operations Recruiter, you'll own the recruiting funnel from candidate generation through screening: creating enough qualified candidate flow, conducting initial screens, deciding who advances, and handing strong candidates to the operations team for work trials.

Over time you'll also support hiring for adjacent site-based roles such as copilots, shift leads, technicians, and props staff.

This isn't a traditional corporate recruiting role.

We're looking for someone who has recruited hourly workers at meaningful volume, can personally screen a large number of candidates efficiently, and knows how to build a repeatable local recruiting engine in San Francisco.

Build the Candidate Funnel: Generate a consistent pipeline of qualified candidates for Robot Operator and related operations roles — enough applicants to meet hiring plans and predictable weekly screen volume.

Develop and manage channels including job boards, referrals, local partnerships, recruiting events, community organizations, and schools, and experiment with new acquisition channels as hiring demand shifts.

Own Candidate Screening: Conduct initial screens for Robot Operator and other high-volume operations candidates, evaluating for reliability, communication, attention to detail, availability, motivation, and fit for the work.

Hold a clear, consistent bar for who advances to a work trial, aiming for strong screen-to-trial conversion, high trial attendance, and high pass rates among the candidates you advance.

Own Recruiting Throughput: Keep enough candidates at each stage of the funnel to hit weekly hiring targets, and maintain accurate visibility into expected candidate volume, upcoming trials, conversions, and starts.

Deliver a Great Candidate Experience: Communicate clearly and promptly with candidates about the job, hiring process, schedule, compensation, and expectations, so that offer-to-start conversion stays strong and the hiring experience reflects well on Pi even at high volume.

Build Recruiting Partnerships: Build relationships with organizations that can become durable sources of candidates.

Work closely with operations leadership to understand hiring needs and candidate quality, gather feedback from work trials and managers, and use downstream performance to sharpen the recruiting profile and your screening decisions.

Improve the Hiring System: Build simple, repeatable processes for high-volume recruiting.

Track funnel conversion and performance by source, identify where candidates drop out, learn which sources produce the employees who actually start and succeed, improve messaging, scheduling, screening, and follow-up, and automate administrative recruiting work where possible.

Experience recruiting hourly or high-volume roles (e.g., operations, warehouse, retail, hospitality, manufacturing, or field roles) where you owned sourcing and screening end to end

A track record of personally screening a high volume of candidates each week while holding a consistent bar

Hands-on experience building local candidate pipelines through community organizations, schools, events, referrals, and partnerships — ideally in the San Francisco Bay Area

Comfort tracking funnel metrics and adjusting sourcing based on what the data says about conversion and downstream quality

Clear, warm, and timely communication with candidates from a wide range of backgrounds

Strong organization and follow-through in a fast-moving environment where hiring demand changes quickly

Ability to work on-site in San Francisco

Experience recruiting for roles that use work trials, skills assessments, or on-the-job evaluations as part of the hiring process

Familiarity with Ashby or a similar ATS, and with automating scheduling and candidate communications

Experience at an early-stage startup or another environment where you built recruiting processes from scratch

Existing relationships with Bay Area workforce development organizations, community colleges, or trade programs

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.