Senior Recruiter II - Product Management

Samsara is a pioneering company in the Connected Operations™ Cloud, focused on improving physical operations through IoT data. The Senior Recruiter II - Product Management role involves scaling R&D teams with a focus on quality hiring and maintaining a high standard of candidate experience.

Responsibilities:

• Execute Full-Cycle Recruiting: Lead the end-to-end hiring process for R&D IC and leadership roles, ensuring outstanding execution from first touch to close
• Act as a Strategic Partner: Work backwards from the needs of senior stakeholders, gaining a deep understanding of their business to influence who and how you recruit
• Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping and long-range engagement programs, even when no active roles are open
• Employ Creative Sourcing: Move beyond traditional methods by mapping talent networks and using direct outreach to engage top-tier candidates who aren't on the open market
• Optimize Hiring Processes: Proactively identify and resolve friction points to simplify the hiring journey and bring structure to ambiguous searches
• Collaborate as One Team: Support a "team-first" culture that rejects rigid candidate ownership rules in favor of collective success and honest feedback
• Apply Innovation: Utilize AI and modern tools thoughtfully to work smarter, move fast without cutting corners, and maintain a relentless focus on quality

Requirements:

• 5+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
• Proven track record of successfully hiring for technical roles, such as Product Managers, Engineers, and Product Designers
• Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
• A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
• Experience hiring for technical roles in innovative and high-bar companies
• Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the 'easy path' doesn't work
• Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
• Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
• Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience