About Base

Base is building the foundation of American power. The grid is the largest, most complex machine in the world. Yet it’s aging, struggling to keep up with today’s demand, and is unprepared for our electrified future.

Base is modernizing the grid as the first engineering-led, technology-driven power company. We’re deploying a nationwide network of distributed batteries that strengthens critical infrastructure and saves Americans money.

Our team of engineers, operators, creatives, technicians, and electricians design and deploy systems at speed. If you want to tackle the problem that will define this century and shape the future of American energy, now is the time. Join us.

About the Role

Software is the key to Base’s success–we cannot win without it. From platform and product to factory systems and market infrastructure, software is the connective tissue powering everything we build and how we operate.

As a Technical Recruiter at Base, you’ll 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 the exceptional engineers who make our success possible.

This is an opportunity to scale a world-class technical team from the ground up. We’re looking for someone who has built engineering teams in complex, hardware-driven environments and thrives in the fast pace of early-stage startups. This is an in-person role based in Austin, TX.

What You’ll 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, fair interview processes.

• Sell the Opportunity: Win over world-class engineers in an extremely competitive market by clearly articulating why Base is a unique and rewarding place to build software. Help candidates see beyond FAANG or AI hype showing how our mission, culture, and the technical challenges at the intersection of hardware and software offer an unparalleled opportunity to make real-world impact.

• 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 Base’s technical hiring engine.
  

What You’ll 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 You’ll Win

• Momentum is Everything: Time kills deals. Handle follow-ups with urgency.

• Seek Signs of Excellence: Early outperformance often signals outlier candidates.

• Don’t Hire 9s: Even when bandwidth is tight, we resist the temptation.

• Referrals Rock: Great people know great people; seek out our current employees for referrals.

• The Best People Aren’t Looking: We must actively pursue them through outbound strategies.

• Talent Density: Headcount is not the goal–high revenue per employee is.

• Protect the Team’s Time: Move quickly to identify poor fits so we can focus on the candidates most likely to succeed at Base.

Our Values

We’re building a winning culture and we’re looking for people who are up for the challenge. Here’s what we expect from day one:

• In-Person Only: We work full-time in the office. No hybrid. No 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 ideas–including 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 info.

• Bring the Intensity: This is not a 9-to-5. We're building something hard which requires real commitment.