Rivian · 11 hours ago
Senior Recruiter
Atlanta, GA
Full-time
Onsite
Senior Level
5+ years expRivian is on a mission to keep the world adventurous forever, focusing on creating sustainable electric vehicles. The Senior Recruiter will play a critical role in shaping the engineering and G&A teams by designing sourcing strategies and ensuring a high-quality candidate experience as the company scales globally.
AutomotiveElectric VehicleManufacturingTransportation
Responsibilities
Act as a strategic recruiting partner to leaders across EV R&D, Autonomy, Hardware, and G&A, turning headcount plans and org designs into prioritized hiring strategies and clear success profiles
Lead intake and calibration for critical roles, clarifying must‑have vs. stretch requirements, mapping competencies to interview plans, and coaching managers on structured, evidence‑based evaluation
Provide market and compensation insight for technical and corporate talent, using data and search feedback to influence role design, level, and location decisions in partnership with People and Finance
Own end‑to‑end recruiting for high‑impact roles — from first brief and sourcing strategy through debrief, offer, close, and handoff into onboarding
Design and run core priority journeys (e.g., workforce planning & intake, interview design & calibration, offer & close, post‑hire feedback loops) that can be reused across similar role families
Drive structured decision‑making : prepare interview panels, facilitate debriefs, and ensure clear documentation of rationale, tradeoffs, and risk for each hiring decision
Build and execute multi‑channel sourcing plans (direct outreach, referrals, niche communities, events) that consistently generate high‑caliber pipelines for hard‑to‑fill technical and G&A roles
Use ATS, CRM, and AI‑assisted tools to map markets, re‑engage past talent, prioritize outreach, and track response and conversion rates over time
Package and share sourcing playbooks and message frameworks for key profiles (e.g., Staff/Principal Engineers, senior Finance or Legal leaders) so they can be scaled across TA
Identify and remove process friction in the recruiter and hiring manager journey — simplifying intake, scheduling, feedback collection, and approvals wherever possible
Help define and protect recruiter “Golden Hours” : time‑boxed sourcing and closing windows supported by clear SLAs, templates, and standardized workflows
Use funnel and performance data from ATS and Workday to spot bottlenecks, run lightweight experiments, and recommend changes that improve both speed and quality of hire
Identify high‑ROI use cases for AI and automation in sourcing, screening, scheduling, and communications, ensuring they reduce manual work without eroding quality or fairness
Partner with People Operations, HRIS, IT, and vendor teams to tune recruiting tools (ATS, CRM, Workday integrations, interview platforms) so they reflect real recruiter and candidate needs
Maintain clean, structured recruiting data , enabling accurate reporting, talent insights, and compliance across geographies and business lines
Act as a brand ambassador for Rivian’s mission and culture, tailoring narratives to highly sought‑after talent while staying transparent about stage, challenges, and opportunities
Design and maintain clear communication cadences so candidates receive timely updates, thoughtful closure, and a consistent experience across engineering and G&A roles
Champion inclusive, bias‑aware hiring practices , including structured interviews, consistent rubrics, diverse panels, and equitable slate and sourcing practices
Qualification
Required
5–10+ years of full-cycle recruiting experience in high-growth technical, product, or corporate environments, with a strong track record in at least one of: engineering (software, hardware, autonomy) and G&A (Finance, Legal, People or related functions)
Demonstrated success as a senior individual contributor: owning complex searches, influencing senior stakeholders, and shaping recruiting strategy for critical roles
Proven ability to design and execute sourcing strategies for hard-to-fill and leadership roles, including direct sourcing, talent mapping, and long-term nurture of high-potential candidates
Experience working with modern ATS and HR tech ecosystems (e.g., Greenhouse, Ashby, iCISM, Workday, CRM tools, scheduling, and assessment platforms) and comfort learning new systems quickly
Demonstrated use of data and funnel metrics (pass-through rates, time-to-fill, offer acceptance, source performance) to diagnose issues, propose experiments, and influence stakeholders
Hands-on experience improving or standardizing core recruiting processes (intake, interview design, feedback, offers, approvals) with an eye toward both candidate experience and recruiter efficiency
Familiarity with AI/automation concepts in recruiting — from sourcing assistance and knowledge retrieval to templated communications — and a practical view of where they add value vs. risk
Strong stakeholder management and storytelling skills, with the ability to translate market realities, candidate insights, and pipeline data into clear recommendations for hiring managers and leaders
Demonstrated commitment to inclusive, bias-aware hiring practices, and comfort coaching interviewers and managers toward structured, evidence-based decision-making
Experience working in fast-paced, ambiguous environments, with the ability to prioritize, context-switch, and maintain high standards across multiple concurrent searches
Excellent written and verbal communication skills, with the ability to adapt tone and level of detail for candidates, peers, and senior leadership
Bachelor's degree or equivalent practical experience in Business, Human Resources, Psychology, or a related field
Preferred
Experience recruiting in automotive, EV, advanced manufacturing, or high-growth technology environments where engineering and G&A scale in parallel
Prior exposure to or partnership with People Operations, HRIS, or People Analytics teams on projects related to recruiting process, reporting, or tool implementation
Familiarity with continuous improvement, service design, or operating model methodologies (e.g., Lean, design thinking, service design) applied to people or talent processes
Experience supporting global or multi-site recruiting (e.g., R&D hubs, manufacturing locations, and distributed corporate teams) with sensitivity to local talent markets and regulations
Demonstrated leadership in mentoring other recruiters, contributing to team playbooks, or standing up new recruiting programs (e.g., communities of practice, sourcing sprints, or hiring manager training)
Company
Rivian
Rivian is an automotive technology company that develops products and services to advance the shift to sustainable mobility.
10001+ employees
Funding
Current Stage
Public CompanyTotal Funding
$21.93BKey Investors
Volkswagen GroupUS Department of EnergyIllinois Department of Commerce & Economic Opportunity
2025-06-30Post Ipo Equity· $1B
2024-11-25Post Ipo Debt· $6.6B
2024-05-02Grant· $827M
Leadership Team
Robert Scaringe
Chief Executive Officer
Claire McDonough
Chief Financial Officer
Recent News
The Motley Fool
2026-02-06
2026-02-05
The Motley Fool
2026-02-03
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