Staff Recruiter

About Redwood Materials Redwood is localizing a global battery supply chain that seamlessly integrates recovery, reuse, and recycling — keeping critical minerals in circulation and driving the energy transition. Founded in 2017, we’re delivering low-cost and large-scale energy storage and producing battery materials in the U.S. for the first time, all from batteries we already have. Redwood Materials is running one of the most ambitious industrial buildouts in the country. The teams that design and build it come right through this role. As a Staff Recruiter supporting our construction and engineering teams, you will own the searches that decide whether we succeed. This is a broad remit, including the superintendents and field engineers who put steel in the ground, the design and electrical engineers who make the site run, and the first-of-their-kind hires that stand up functions Redwood has never had before. You will operate as the recruiting partner to leaders across the company, shape roles and leveling before requisitions even open, and make the case to iterate when the market demands it. This is role is all about going very deep, in one of the most competitive labor markets in the country.

Responsibilities will include:

Own many of the most rewarding searches at Redwood: senior, niche, and first-of-their-kind roles across engineering, procurement, and construction (EPC), design engineering, electrical engineering, industrial engineering, battery energy storage systems (BESS) compliance, and environmental health, safety, and sustainability. Partner directly with vice presidents and hiring managers to define roles, organizational structures, and leveling before requisitions open, including functions Redwood is standing up for the first time. Build sourcing strategies that win construction and engineering talent in the Reno and Sparks market: superintendents, field engineers, project managers, construction electricians, and compliance engineers. Shape and re-shape your recruiting strategy when the evidence says so. Carry searches that enable real outcomes, where a certification program, facility startup, or construction milestone depends on the seat being filled. Run a clean, standard, streamlined process from intake through offer, so hiring managers and candidates get the same fantastic experience no matter how hard the search is. Coordinate with the embedded team covering high-volume operations hiring so leaders with roles in both lanes work with one recruiting function, not two.