Base Power Company
Overview
Technical Recruiter (Software & Firmware)
role at
Base Power Company . About Base
Base is building the foundation of American power. The grid is the largest, most complex machine in the world. Its aging, struggling to keep up with todays demand, and is unprepared for our electrified future. Base is modernizing the grid as the first engineering-led, technology-driven power company. Were deploying a nationwide network of distributed batteries that strengthens critical infrastructure and saves Americans money. Our team design and deploy systems at speed, and we seek engineers who want to tackle the problems that will define this century and shape the future of American energy. The Role
Software is the key to Bases successwe cannot win without it. As a Technical Recruiter, youll own software and firmware hiring, a mission-critical function with 20+ open roles this year across platform, product, firmware, factory, market infrastructure, and business systems. Your job is to find, engage, and close exceptional engineers who make our success possible. This is an in-person role based in Austin, TX. What Youll Do
Own Full-Cycle Recruiting: Drive end-to-end hiring for software roles, from sourcing to offer close. Source & Engage Talent: Proactively identify and build relationships with top engineers, especially passive candidates in competitive markets. Partner with Hiring Managers: Collaborate with technical leaders to scope roles, refine requirements, and design effective interview processes. Sell the Opportunity: Articulate why Base is a unique and rewarding place to build software, highlighting mission, culture, and the hardware/software intersection. Optimize Recruiting Process: Improve consistency, speed, and quality across sourcing, interviewing, and closing. Champion Candidate Experience: Ensure every candidate, hired or not, leaves with a positive impression of Base. Lay the Foundation: Contribute to recruiting playbooks, best practices, and metrics to scale Bases technical hiring engine. What Youll Bring
4+ years of technical recruiting experience with a track record of hiring top-tier engineers. Experience at an early-stage, high-growth company, ideally in hardware + software or manufacturing-driven environments. Success recruiting software engineers, firmware engineers, and related technical talent. Proven ability to source, engage, and close passive candidates in highly competitive markets. Strong technical acumen; you can quickly understand and communicate the nuances of complex engineering roles. Excellent interpersonal skills; you build trust and credibility with both candidates and hiring teams. A hands-on, resourceful mindset with ambition to grow into a leadership role. Preferred Skills
Experience building recruiting functions or playbooks from scratch. Comfort with recruiting metrics, data-driven decision-making, and ATS tools. Personal passion for energy, hardware, or climate tech. Bonus: prior experience as a software engineer or hands-on coding knowledge. How Youll Win
Momentum is Everything: Time kills deals. Handle follow-ups with urgency. Seek Signs of Excellence: Early outperformance often signals outlier candidates. Dont Hire 9s: Even when bandwidth is tight, resist the temptation. Referrals Rock: Great people know great people; seek out current employees for referrals. The Best People Arent Looking: Actively pursue them through outbound strategies. Talent Density: Headcount is not the goalhigh revenue per employee is. Protect the Teams Time: Move quickly to identify poor fits so we can focus on candidates most likely to succeed at Base. Our Values
Were Building a Winning Culture and were looking for people who are up for the challenge. Heres what we expect from day one: In-Person Only: We work full-time in the office. No hybrid or remote. Challenge the Status Quo: Question assumptions. Fix broken systems. Principles > rules. Move Fast: Focus on what matters, act quickly, and learn by doing. Give & Get Feedback: Be direct, be humble. Challenge ideasincluding your own. Own the Outcome: Take full responsibility. Deliver results. No excuses. Act Like an Owner: Be resourceful, mindful of impact, and committed to the business. Be Decisive: Drive clarity. Make bold calls with imperfect information. Bring the Intensity: This is not a 9-to-5. Were building something hard which requires real commitment. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Austin, TX #J-18808-Ljbffr
Technical Recruiter (Software & Firmware)
role at
Base Power Company . About Base
Base is building the foundation of American power. The grid is the largest, most complex machine in the world. Its aging, struggling to keep up with todays demand, and is unprepared for our electrified future. Base is modernizing the grid as the first engineering-led, technology-driven power company. Were deploying a nationwide network of distributed batteries that strengthens critical infrastructure and saves Americans money. Our team design and deploy systems at speed, and we seek engineers who want to tackle the problems that will define this century and shape the future of American energy. The Role
Software is the key to Bases successwe cannot win without it. As a Technical Recruiter, youll own software and firmware hiring, a mission-critical function with 20+ open roles this year across platform, product, firmware, factory, market infrastructure, and business systems. Your job is to find, engage, and close exceptional engineers who make our success possible. This is an in-person role based in Austin, TX. What Youll Do
Own Full-Cycle Recruiting: Drive end-to-end hiring for software roles, from sourcing to offer close. Source & Engage Talent: Proactively identify and build relationships with top engineers, especially passive candidates in competitive markets. Partner with Hiring Managers: Collaborate with technical leaders to scope roles, refine requirements, and design effective interview processes. Sell the Opportunity: Articulate why Base is a unique and rewarding place to build software, highlighting mission, culture, and the hardware/software intersection. Optimize Recruiting Process: Improve consistency, speed, and quality across sourcing, interviewing, and closing. Champion Candidate Experience: Ensure every candidate, hired or not, leaves with a positive impression of Base. Lay the Foundation: Contribute to recruiting playbooks, best practices, and metrics to scale Bases technical hiring engine. What Youll Bring
4+ years of technical recruiting experience with a track record of hiring top-tier engineers. Experience at an early-stage, high-growth company, ideally in hardware + software or manufacturing-driven environments. Success recruiting software engineers, firmware engineers, and related technical talent. Proven ability to source, engage, and close passive candidates in highly competitive markets. Strong technical acumen; you can quickly understand and communicate the nuances of complex engineering roles. Excellent interpersonal skills; you build trust and credibility with both candidates and hiring teams. A hands-on, resourceful mindset with ambition to grow into a leadership role. Preferred Skills
Experience building recruiting functions or playbooks from scratch. Comfort with recruiting metrics, data-driven decision-making, and ATS tools. Personal passion for energy, hardware, or climate tech. Bonus: prior experience as a software engineer or hands-on coding knowledge. How Youll Win
Momentum is Everything: Time kills deals. Handle follow-ups with urgency. Seek Signs of Excellence: Early outperformance often signals outlier candidates. Dont Hire 9s: Even when bandwidth is tight, resist the temptation. Referrals Rock: Great people know great people; seek out current employees for referrals. The Best People Arent Looking: Actively pursue them through outbound strategies. Talent Density: Headcount is not the goalhigh revenue per employee is. Protect the Teams Time: Move quickly to identify poor fits so we can focus on candidates most likely to succeed at Base. Our Values
Were Building a Winning Culture and were looking for people who are up for the challenge. Heres what we expect from day one: In-Person Only: We work full-time in the office. No hybrid or remote. Challenge the Status Quo: Question assumptions. Fix broken systems. Principles > rules. Move Fast: Focus on what matters, act quickly, and learn by doing. Give & Get Feedback: Be direct, be humble. Challenge ideasincluding your own. Own the Outcome: Take full responsibility. Deliver results. No excuses. Act Like an Owner: Be resourceful, mindful of impact, and committed to the business. Be Decisive: Drive clarity. Make bold calls with imperfect information. Bring the Intensity: This is not a 9-to-5. Were building something hard which requires real commitment. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Austin, TX #J-18808-Ljbffr