Georgian Partners is hiring: Manager, Recruiting Operations in Santa Clara

Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities. We’re building a company for the future of compute — one that doesn’t just keep pace with the AI revolution, but helps shape it. AI isn’t just another wave of innovation. It’s a new class of technology — powerful enough to redefine entire industries, restructure society, and raise foundational questions about access, agency, and scale. At the center of all of this are people. The right team isn’t a nice-to-have — it’s existential. As a Manager of Recruiting Operations, you’ll play a critical role in building scalable and optimized recruiting systems and programs to bring in the engineers who will define the future of AI and compute. This role ishybrid, based out of Santa Clara. We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting. Who You Are A recruiting operations leader (7+ years) with a strong track record of designing, scaling, and optimizing systems across high-growth tech environments Fluent in the infrastructure of recruiting—tools, workflows, data, compliance—and how it connects to candidate experience and business outcomes Comfortable operating across ambiguity and with pace, with a bias toward action and iteration Passionate about integrating emerging technologies—like AI—into recruiting programs to drive precision, scale, and innovation Able to partner cross-functionally with recruiters, hiring managers, HR, finance, and leadership to drive clarity, alignment, and execution Grounded in a belief that operational excellence in hiring is a multiplier on talent, culture, and velocity What We Need Leadership and ownership of our recruiting operations roadmap—from core systems to strategic programs Process design and optimization across the entire recruiting funnel: from headcount management to onboarding handoff Infrastructure to support scale: applicant tracking, scheduling, reporting, enablement, and compliance Insightful recruiting analytics that help us measure quality, velocity, equity, and effectiveness Close partnership with People, HR, Finance, and Tech to align tools, policy, and planning A high-trust team builder who can manage, mentor, and elevate others in the recruiting ops space What You Will Learn How to build the backbone of a talent engine in one of the most technical, mission-driven orgs in AI How systems thinking in recruiting translates to company agility, quality, and growth How to balance operational rigor with a deeply human candidate experience How to scale thoughtfully: leveraging automation and AI while maintaining intentional, high-quality hiring practices How recruiting ops can influence not just how we hire—but who we become Compensation for all engineers at Tenstorrent ranges from $100k - $500k including base and variable compensation targets. Experience, skills, education, background and location all impact the actual offer made. Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer. This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded. #J-18808-Ljbffr