Senior Recruiting Manager

Join Form Energy, a company dedicated to building multi-day energy storage solutions to help decarbonize the grid. As a Senior Recruiting Manager, you will lead the West Coast talent acquisition team, manage a team of recruiters and coordinators, and collaborate closely with the People team across multiple locations. You will design sourcing and hiring strategies for complex hardware roles, serve as a trusted advisor to engineering and leadership teams, and optimize the recruitment process using data-driven insights.

• Lead and manage a team of recruiters and coordinators, fostering a culture of excellence and creativity in the recruitment process.
• Design and implement sourcing and hiring strategies for complex hardware roles, ensuring a strong pipeline of qualified candidates.
• Serve as a trusted advisor to engineering and leadership teams, understanding their technical requirements and translating business plans into concrete hiring plans.
• This is a role for someone who loves complexity
• Location. Ability to work from or commute regularly to our Berkeley, CA facility
• Cross-functional and distributed team fluency. You've partnered closely with People Operations and HRBP peers, and you've worked effectively across matrixed teams in multiple locations and time zones
• Proven leadership. 3+ years of direct people management experience, including a meaningful stretch managing a team of 5+ recruiters or coordinators. This is real, sustained people leadership, not senior IC work with occasional mentorship
• Startup agility. Prior startup experience is strongly preferred. You're comfortable navigating ambiguity, moving quickly, and building processes from the ground up as we scale. You know the difference between a process that helps and a process that slows people down, and you build accordingly
• Hardware recruiting expertise. A proven track record recruiting within a hardware development company. Batteries, automotive, aerospace, robotics, semiconductors, medical devices, or other complex physical products all count. Manufacturing exposure is helpful but not required. What matters is that you deeply understand hardware engineering talent and how to attract it