Founding Team Builder

The role:

We're hiring our founding team builder: the person who will assemble the most talent-dense team in the world for this problem. We are 15 people today. Our goal is to double the team before the end of the year, on the way to roughly 75, without lowering the bar by an inch. Nothing at the company matters more right now than who we hire next, and you will work directly with our CEO and engineering leaders on it every single day.

This is a hunter role, not a process role: someone obsessed with finding, meeting, and building genuine relationships with exceptionally talented people, and with convincing them to bet their career on a company and a mission. Nearly everyone on our team came through network rather than a funnel, and that is how we intend to keep building. We've automated the bulk of the tactical work with AI. The creative work is the job.

In practice, that means building and curating a list of hundreds, eventually thousands, of the very best engineers in the world for what we do, and giving every one of them the red carpet: know their work, meet them in person, host the dinners and events that put them in a room with our team, stay close as their careers evolve, so that when the right moment comes they already know Unlimited is where they'll do the best work of their lives. When it does, bring them in.

Exceptional people always have options, and they should. What we can offer them is something genuinely rare: a problem that is singular in its ambition and impact, and a company in the middle of a massive inflection, meaningfully de-risked on both the commercial and technical side, yet still early enough that people joining now get real equity and real influence over what we become. That is why, so far, we have yet to meet a candidate we wanted who we couldn't close.

This role is in-person in San Francisco, CA. It is not a 9-to-5.

What we're looking for:

• A hunter: you draw energy from people, and you'd rather spend a day in conversations with brilliant engineers than a day in a dashboard

• An unusually sharp judge of talent: you can tell exceptional from merely very good within a single conversation, and you have a track record, in any field, of being right

• Creativity over process: you invent ways to reach people nobody else is reaching, and you'd rather build one relationship over a year than send a thousand InMails

• Someone who can sell a mission with total conviction, because you actually believe it

• Relentlessness: you'll hear "not right now" from the best people for months and keep the relationship warm anyway

• Extreme ownership over the single most important outcome at the company

Experience: No recruiting background required. We care far more about evidence that you've found and pulled exceptional people into something (a company, a lab, a team, a community) than about recruiting titles on a résumé.

This is probably not the role for you if:

• You're most comfortable optimizing a funnel and reporting on it

• You think of recruiting as a coordination job

• You've never lost sleep over a single hire

• You want a 9-to-5

Bonus:

• A technical or engineering background of your own: you can hold a conversation about a launch vehicle or a power plant and know when someone is exceptional at it

• You've built something (a company, a team, a community) and pulled great people into it

• An existing network in aerospace, robotics, motorsports, or other industries where the best hardware engineers live