How to apply for Senior Technical Recruiter

About Fuse Energy

Fuse Energy is an energy startup building a fully integrated energy company, from solar and battery projects to grid infrastructure, real-time power trading, AI, and home energy installation. It has raised over $200M from investors including Balderton, Lakestar, Accel, Creandum, Lowercarbon, Ribbit, and 20VC, plus angels like Nico Rosberg and GPs behind Meta, Revolut, Spotify, and Uber. The company sells directly to consumers to cut out the middleman and lower costs.

About the role

This Senior Technical Recruiter role owns full-cycle hiring for software engineering, AI, trading, and data science/quant roles. You will build sourcing strategies to reach people at high-growth tech companies, trading firms, and hedge funds, then screen for technical excellence and cultural fit. You will partner with hiring managers to support Fuse Energy's growth plans.

A typical day

A typical day may include sourcing candidates from trading firms, hedge funds, and high-growth tech companies, screening them for technical and cultural fit, and updating hiring managers on pipeline status. You would also coordinate interviews and work on closing strategies for candidates with competing offers. The job description does not specify team structure or tools, so ask about those in the interview.

Who Fuse Energy is looking for

• Has full-cycle technical recruiting experience, including sourcing, screening, and closing candidates for software engineering, AI, trading, or quant roles.
• Has sourced from high-growth tech companies, trading firms, hedge funds, or other elite technical organisations.
• Can design tailored sourcing strategies rather than relying on inbound applicants.
• Can assess both technical excellence and cultural fit, and run a high-quality, fast pipeline with hiring managers.

Tips for this application

• Name specific talent pools you have sourced from, such as trading firms, hedge funds, or high-growth AI and software companies, because the role lists those as target backgrounds.
• Give examples of full-cycle hires you closed in software engineering, AI, trading, or quant, since these are the four areas named in the job description.
• Explain how you build tailored sourcing strategies, not just how you post jobs or screen inbound resumes.
• Reference Fuse Energy's model of owning generation, hardware, grid infrastructure, trading, and home installation, and connect it to why technical candidates may be interested.
• Show how you work with hiring managers on pipeline speed and quality, because the role mentions driving pipeline activity and partnering closely with hiring managers.

What to cover in your cover letter

['Your track record closing technical hires in software engineering, AI, trading, or quant.', 'Specific companies or talent pools you have sourced from, especially high-growth tech companies, trading firms, and hedge funds.', 'How you design sourcing strategies for hard-to-fill technical roles rather than waiting for inbound applications.', 'How you would partner with Fuse Energy hiring managers across engineering, hardware, AI, and quant as the company scales.']

Research before applying

• Fuse Energy's funding history and investors, including Balderton, Lakestar, Accel, Creandum, Lowercarbon, Ribbit, 20VC, Hummingbird, and Collaborative Fund.
• Fuse Energy's business model: developing solar and batteries, building hardware, improving grid infrastructure, trading power in real time, using AI, and installing distributed energy in homes.
• The company's direct-to-consumer sales approach and how it says it lowers costs by cutting out the middleman.
• Ask the recruiter or hiring manager which technical teams are hiring first and what the current headcount plan looks like, since the job description does not list team size or reporting lines.

Likely interview topics

Based on the job description, expect questions about:

• How you would build a sourcing strategy for quant and trading candidates who are not actively looking.
• How you screen for technical excellence without being an engineer, and how you assess cultural fit.
• Examples of full-cycle hires you closed, including the sourcing channel, timeline, and closing approach.
• How you would handle competing offers or counteroffers from trading firms or large tech companies.
• How you would prioritize roles across engineering, hardware, AI, and quant when hiring managers all need pipeline at once.

Common mistakes to avoid

• Sending generic recruiter resumes that do not mention software engineering, AI, trading, or quant hiring.
• Claiming technical recruiting experience without naming the companies, roles, or candidate profiles you have worked with.
• Ignoring the trading and quant part of the role and focusing only on software engineering, since the job description names trading firms and hedge funds as target sources.