Job description

LiveX AI · Recruiter / People Operations Palo Alto, CA · Full-time, in-person · Department: People · Reports to: CEO Source: livex.ai (posted Oct 6, 2026) ABOUT LIVEX AI LiveX AI builds human-AI interfaces for physical spaces. Its 4K full-body AI agents greet, guide, and sell in retail flagships, hotels, hospitals, airports, convention centers, and stadiums, on-prem or in the cloud, in 140 languages. ABOUT THE ROLE LiveX is growing across engineering, solutions, go-to-market, and operations, and hiring has outgrown what the founders can handle. This is the company's first dedicated People hire: no HR team, no existing processes. Own full-cycle recruiting for all open roles and the employee experience from offer acceptance through the first 90 days, plus clean exits. Roughly 70% recruiting / 30% onboarding and offboarding. Reports to the CEO, works with every hiring manager; a path to Head of People as the team grows. RESPONSIBILITIES Recruiting (primary) - Run full-cycle recruiting for engineering (AI/ML, full-stack, hardware/edge), solution engineering, sales/GTM, and operations: intake, job posts, sourcing, screening, scheduling, debriefs, offers, closing. - Proactively build pipeline via sourcing tools, referrals, university/new-grad programs, AI and robotics communities, and events such as NVIDIA GTC; do not wait for inbound. - Run a fast, candidate-friendly process: structured interviews, scorecards, same-week feedback, weekly pipeline report for the founders. - Set up and maintain the ATS and key hiring metrics: time-to-fill, pass-through rates, offer-accept rate, cost per hire. - Manage agency and contract recruiters when used: negotiate terms, enforce quality, control spend. - Work with founders on offers: leveling, base pay, commission and equity framing, closing candidates with competing offers. Onboarding & Offboarding - Own signed offer through day 90: offer letters, background checks, I-9 and E-Verify, new-hire paperwork, equipment/account setup with engineering, first-week schedules, 30/60/90-day check-ins. - Keep the onboarding guide current; every new hire correctly set up in payroll, benefits, and the cap table on day one. - Coordinate visa-related onboarding (H-1B, OPT/STEM OPT, TN) with outside immigration counsel: document collection, timelines, employee communication. - Run offboarding: exit checklists, equipment/access recovery, final pay timing under California rules, exit interviews, documentation. - Maintain accurate, compliant personnel files; point of contact for paperwork, benefits enrollment, and policy questions. REQUIREMENTS - 3–6 years of full-cycle recruiting, including in-house at an early-stage startup (seed to Series B, under ~50 employees). - Experience hiring both software engineers and salespeople. - Hands-on onboarding and offboarding end to end, including I-9 and new-hire compliance for California employees. - Strong sourcing skills; comfortable cold-reaching senior ML engineers or enterprise AEs. - Organized and systems-minded: builds processes, keeps ATS and personnel records clean without prompting. - Excellent written and verbal communication; often the first impression of LiveX for candidates. - Discretion with compensation, equity, immigration, and personnel matters. - Early-stage operator mindset; comfortable with no existing HR function. - Able to work on-site in Palo Alto. NICE-TO-HAVES - Recruiting for AI/ML, robotics, computer vision, or hardware roles. - Hands-on with a modern ATS, HRIS/payroll platform, and cap-table software. - Experience working with immigration counsel on employment visa cases. COMPENSATION Base salary $110,000 – $150,000 per year, plus equity and benefits; placement depends on experience and skills. HOW TO APPLY (ORIGINAL POSTING) Send a resume and a short note describing the hardest role you have closed to career@livex.ai, subject "Candidate Application - Recruiter / People Operations".

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LiveX AI · Recruiter / People Operations
Palo Alto, CA · Full-time, in-person · Department: People · Reports to: CEO
Recruiting (primary)
Run full-cycle recruiting for engineering (AI/ML, full-stack, hardware/edge), solution engineering, sales/GTM, and operations: intake, job posts, sourcing, screening, scheduling, debriefs, offers, closing.
Proactively build pipeline via sourcing tools, referrals, university/new-grad programs, AI and robotics communities, and events such as NVIDIA GTC; do not wait for inbound.
Run a fast, candidate-friendly process: structured interviews, scorecards, same-week feedback, weekly pipeline report for the founders.
Set up and maintain the ATS and key hiring metrics: time-to-fill, pass-through rates, offer-accept rate, cost per hire.
Manage agency and contract recruiters when used: negotiate terms, enforce quality, control spend.
Work with founders on offers: leveling, base pay, commission and equity framing, closing candidates with competing offers.
Onboarding & Offboarding
Own signed offer through day 90: offer letters, background checks, I-9 and E-Verify, new-hire paperwork, equipment/account setup with engineering, first-week schedules, 30/60/90-day check-ins.
Keep the onboarding guide current; every new hire correctly set up in payroll, benefits, and the cap table on day one.
Coordinate visa-related onboarding (H-1B, OPT/STEM OPT, TN) with outside immigration counsel: document collection, timelines, employee communication.
Run offboarding: exit checklists, equipment/access recovery, final pay timing under California rules, exit interviews, documentation.
Maintain accurate, compliant personnel files; point of contact for paperwork, benefits enrollment, and policy questions.
3–6 years of full-cycle recruiting, including in-house at an early-stage startup (seed to Series B, under ~50 employees).
Experience hiring both software engineers and salespeople.
Hands-on onboarding and offboarding end to end, including I-9 and new-hire compliance for California employees.
Strong sourcing skills; comfortable cold-reaching senior ML engineers or enterprise AEs.
Organized and systems-minded: builds processes, keeps ATS and personnel records clean without prompting.
Excellent written and verbal communication; often the first impression of LiveX for candidates.

Nice-to-haves

Recruiting for AI/ML, robotics, computer vision, or hardware roles.
Hands-on with a modern ATS, HRIS/payroll platform, and cap-table software.
Experience working with immigration counsel on employment visa cases.

Application prep

Use the role’s language and application details while tailoring your materials.

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Platform: ashby
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