At a Glance
- Tasks: Lead the recruitment process for cutting-edge AI and engineering roles at Odyssey.
- Company: Join an innovative AI lab revolutionising technology across multiple sectors.
- Benefits: Competitive salary, flexible work options, and a chance to shape the future of tech.
- Other info: Be part of a dynamic team where every hire is crucial to our mission.
- Why this job: Make a significant impact by hiring top talent in a high-stakes environment.
- Qualifications: Proven experience in technical recruiting with a strong understanding of AI and engineering.
The predicted salary is between 80000 - 100000 £ per year.
Who we are
Odyssey is an AI lab pioneering general‑purpose world models: causal, multimodal systems that learn to predict and interact with the world over long horizons, while generating real‑time, interactive simulations from any starting point. This foundational technology promises to revolutionise robotics, science, healthcare, education, gaming, defence, and beyond.
What We’re Looking For
We’re looking for a senior technical recruiter to own hiring across research and engineering at Odyssey; ML research, robotics, applied ML, infrastructure, and systems. Every role is high‑impact and every hire is visible to the founders and the technical team, so this feels closer to executive recruiting than high‑volume technical sourcing. You’ll work directly with research leads, engineering managers, and the founders to identify, attract, and close exceptional talent in the most competitive market in technology. This is a hands‑on individual contributor role. If you’ve reached manager level and want to get back to the craft of recruiting at a company where every hire matters, this could be a great fit.
What You’ll Do
- Take ownership of the entire recruiting lifecycle for research and engineering roles—including ML research, robotics, applied ML, infrastructure, and systems engineering.
- Collaborate directly with founders, research leads, and engineering managers to define role requirements, set the technical bar, and design hiring strategies for each search.
- Source, engage, and successfully close senior researchers and engineers in a competitive market where many candidates have offers from top frontier labs.
- Develop creative, technically informed outreach strategies, such as leveraging paper authorship, conference presentations, GitHub contributions, and lab alumni networks, to attract passive candidates who may not respond to standard recruiter messages.
- Design and continuously refine calibrated technical interview loops, research interviews, screening processes, and debrief procedures for both research and engineering tracks.
- Integrate AI tools (such as Claude, OpenAI, etc.) into your core workflow for sourcing, outreach, screening, and operations.
- Manage the end-to-end candidate experience, ensuring a technically credible and high‑touch process for every hire.
Who You Are
- Senior‑level technical recruiter with significant in‑house experience at a high‑growth AI, deep‑tech, or research‑driven technology company.
- Proven track record of end‑to‑end hiring for research and engineering positions, including researchers, ML engineers, robotics engineers, and senior infrastructure/systems engineers.
- Experienced in conducting high‑stakes, high‑touch technical searches, where each hire gains direct founder visibility.
- Background in rapidly scaling technical recruiting organisations, with contributions to building key processes, not just following them.
- Strong technical literacy; able to read papers or review repos to identify suitable candidates and ask insightful follow‑up questions during screens.
- Extensive technical sourcing expertise—capable of clearly articulating your approach (papers, conferences, lab networks, GitHub), beyond the tools you use.
- Demonstrated success in closing candidates against offers from frontier AI labs and FAANG companies.
- Regular user of AI tools in your recruiting workflow, able to illustrate how these technologies have transformed your approach.
- Naturally curious and quick to learn about emerging technologies—able to effectively communicate and pitch cutting‑edge research and robotics to top talent, inspiring their interest.
Bonus
- Experience serving as the first or an early in‑house recruiter at a startup, establishing the recruiting function from the ground up.
- Background in recruiting for a frontier AI lab, deep‑tech company, or research‑focused organisation.
- Familiarity with Ashby as an applicant tracking system (ATS).
- Established network among researchers in machine learning (ML), reinforcement learning (RL), robotics learning, or systems for ML.
Principal Technical Recruiter employer: Odyssey
At Odyssey, we pride ourselves on being an exceptional employer that fosters a collaborative and innovative work culture, where every team member's contribution is valued. As a Principal Technical Recruiter, you will have the unique opportunity to shape the future of AI by attracting top-tier talent in a high-impact environment, while benefiting from our commitment to employee growth and the integration of cutting-edge technologies into your recruiting processes. Located in a vibrant tech hub, we offer a dynamic workplace that encourages creativity and professional development, making it an ideal setting for those looking to make a meaningful impact in the world of AI.
StudySmarter Expert Advice🤫
We think this is how you could land Principal Technical Recruiter
✨Tip Number 1
Get to know the company inside out! Research Odyssey's projects and values so you can speak their language during interviews. This shows you're genuinely interested and helps you connect with the team.
✨Tip Number 2
Network like a pro! Reach out to current employees on LinkedIn or attend industry events. Building relationships can give you insider info and even referrals, which can be a game-changer in landing that role.
✨Tip Number 3
Prepare for technical interviews by brushing up on relevant skills and knowledge. Practice articulating your thought process clearly, especially when discussing complex topics like ML and robotics. Confidence is key!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re serious about joining the Odyssey team.
We think you need these skills to ace Principal Technical Recruiter
Some tips for your application 🫡
Show Your Passion for Tech:When you're writing your application, let your enthusiasm for technology and AI shine through. We want to see that you’re not just ticking boxes but genuinely excited about the role and the impact you can make at Odyssey.
Tailor Your Experience:Make sure to highlight your relevant experience in technical recruiting, especially in high-growth environments. We love seeing how your background aligns with our needs, so don’t be shy about showcasing your successes in similar roles.
Be Specific About Your Skills:We’re looking for someone who can hit the ground running, so be clear about your technical literacy and sourcing strategies. Mention specific tools or methods you've used to attract top talent, as this will help us understand your approach.
Apply Through Our Website:Don’t forget to submit your application through our website! It’s the best way for us to keep track of your application and ensure it gets the attention it deserves. Plus, we love seeing candidates who follow our process!
How to prepare for a job interview at Odyssey
✨Know the Tech Inside Out
As a Principal Technical Recruiter, you need to be well-versed in the technical aspects of the roles you're hiring for. Brush up on the latest trends in AI, ML, and robotics. Familiarise yourself with key papers and projects in these fields so you can engage in meaningful conversations with candidates.
✨Craft Tailored Outreach Strategies
When reaching out to potential candidates, make your messages stand out. Use insights from their work, like papers or GitHub contributions, to create personalised outreach that shows you’ve done your homework. This will help you attract top talent who might not respond to generic recruiter messages.
✨Design a Rigorous Interview Process
Ensure that your interview loops are well-structured and technically sound. Collaborate with research leads and engineering managers to refine the screening processes. A clear and calibrated approach will not only help in assessing candidates effectively but also enhance their experience during the interview.
✨Leverage AI Tools Wisely
Integrate AI tools into your recruiting workflow to streamline sourcing and screening. Be prepared to discuss how these technologies have improved your processes. Showing that you’re tech-savvy and innovative will resonate well with candidates who are passionate about cutting-edge technology.
