Senior Technical Recruiter

TITLE Senior Technical Recruiter

DATE October 2026

WORK LOCATION In-Office 5x/week in San Diego

BASE SALARY RANGE $180k-$200k

• PURPOSE OF POSITION

Synchron is pioneering minimally invasive brain-computer interfaces (BCIs) to restore communication, mobility, and independence for people with paralysis. Its Stentrode™ platform is the first endovascular BCI designed to translate thought into digital action without open-brain surgery. Having proven that a minimally invasive BCI works, Synchron is now building a frontier next-generation platform. Brain-computer interfaces are one of the defining frontiers of deep tech, where neuroscience, semiconductor design, and AI converge on engineering problems no one has solved before. San Diego is Synchron's engineering and manufacturing hub, where our next-generation platform is designed, built, and qualified. Electrical and mechanical engineers, ASIC designers, materials scientists, microfabrication and manufacturing teams, and preclinical and test teams work side by side, from the lab bench to the cleanroom, on ultra-low-power neural recording, wireless implant telemetry, and precision medical device assembly. That close, hands-on collaboration is why this role is in the office five days a week. The Senior Technical Recruiter owns full-cycle hiring for Synchron's hardest-to-fill roles in R&D, clinical, quality and regulatory, and manufacturing. This senior individual contributor will help grow the San Diego team through one of its most important build-outs, hiring for roles that range from ASIC leadership to cleanroom technicians to senior quality and regulatory leaders. As a trusted partner to hiring managers and executives, this recruiter will also build the recruiting systems Synchron needs as it moves from clinical study toward commercialization.

• ESSENTIAL FUNCTIONS

• Build the team behind our next-generation platform, running full-cycle recruiting across next-generation electronics (ASIC, analog front-end, and backend electrical engineering), microfabrication and advanced manufacturing, mechanical engineering, and software and firmware, as well as clinical research, quality, regulatory affairs, and business operations.

• Run two kinds of hiring at once: high-touch leadership searches (e.g., senior director-level quality and regulatory leaders and technical leads) and repeatable, multi-level hiring for technician and engineer pipelines (e.g., microfabrication, array, precision assembly, and engineering technicians).

• Build quality and regulatory teams ready for design controls, new product development, and manufacturing scale-up of a Class III implantable.

• Shape headcount plans with R&D, operations, and quality leadership so hiring keeps pace with development and manufacturing milestones.

• Partner with hiring managers to define roles, design interview loops, and make sound hiring decisions.

• Source passive candidates proactively in competitive talent markets including semiconductor and ASIC design, MEMS/microfabrication and thin-film manufacturing, implantable electronics (neurotech, cochlear, cardiac rhythm management), cardiovascular and Class III medical devices, and advanced consumer hardware (wearables, AR/VR).

• Make a clear, credible case to senior passive candidates for why this is the most interesting hardware problem in medtech.

• Build long-term pipelines for critical roles, including through university, conference, and industry networks.

• Manage offers from start to finish. Use market compensation data to build competitive packages, then negotiate and close.

• Give every candidate a respectful, well-organized experience that reflects Synchron's mission.

• Define and report metrics such as time-to-fill, pipeline health, offer-acceptance rate, and source of hire, and use them to improve how we hire.

• Engage agency partners selectively and keep costs and quality in check.

To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. The requirements listed in the following are representative of the knowledge, skills, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• MINIMUM EDUCATION

Bachelor's degree in human resources, business, or a related field, or equivalent experience.

• MINIMUM EXPERIENCE

• 7+ years of full-cycle recruiting experience, with at least 3 in medical device, life sciences, or deep tech.

• A record of filling senior technical, clinical, or regulatory roles in competitive markets.

• Experience hiring at both ends at once, from senior and director-level specialist searches to multi-level technical and technician hiring.

• Strong sourcing skills, including LinkedIn Recruiter, Boolean search, and building networks outside job boards.

• A well-established professional network across medical device, semiconductor, and advanced hardware talent communities, including senior technical, quality, and regulatory leaders.

• Experience as a consultative partner to hiring managers and senior leaders.

• Experience negotiating complex offers that include equity.

• LICENSES, CERTIFICATIONS, REGISTRATIONS

None required. SHRM-CP/SCP or AIRS certification is a plus.

• OTHER ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES

Preferred Qualifications

• Experience recruiting for implantable, neurotech, or Class III device companies.
• Experience hiring for a new-platform or next-generation hardware build.
• Familiarity with semiconductor, ASIC, microfabrication/cleanroom, or advanced consumer-hardware talent markets.
• A record of closing candidates against top-tier tech and semiconductor employers.
• Experience hiring through the move from clinical stage to commercial stage, including field clinical, sales, and market access roles.
• Experience with ADP and LinkedIn Recruiter
• Experience building employer brand or diversity sourcing programs.

Other Knowledge, Skills, and Abilities

• Comfort working in a fast-moving startup with little structure; organized and acts with urgency.
• Excellent written and verbal communication skills, and sound judgment with confidential information.
• Previous start-up company experience is a plus