About Us

Epia Neuro is a neural technology company developing intent-driven systems designed to restore function and independence for people living with neurological conditions. Its platform integrates implantable neural interfaces, adaptive algorithms, and assistive devices to translate neural intent into real-world action. The company's initial focus is stroke-related motor impairment, with expansion in cognitive decline and other neurological disorders, focusing on long-term solutions for the growing aging population.

The Role

As our sole full-time recruiter, you’ll be the person behind every hire. You’ll report directly to the COO and partner with hiring managers who care deeply about who joins their teams and want help getting it right.

This is hands-on work. You’ll reach people who aren’t looking, have real conversations about what we’re building, and help hiring managers get clear on what they actually need. Our HR and Operations team takes care of scheduling and offer paperwork, so your time goes to candidates and hiring managers.

The people we need are in demand. Whether you’re searching for a robotics engineer one week or a quality lead the next, your job is to show each candidate why a small team doing meaningful work is worth the move.

What You'll Do

Own searches end to end across ASIC, electrical, firmware, robotics, software, systems, and test engineering, as well as clinical, quality, and regulatory roles.

Personally source passive candidates who would make a move for the right mission, getting creative with AI tools, communities, and referrals to reach them.

Partner with hiring managers at intake to shape the role, level, and bar. Tell them when their requirements, compensation, or process won’t land the candidate they want, and bring the data to back it up.

Design structured interview loops with hiring teams so every candidate is evaluated fairly and consistently.

Learn our technology and our path to patients well enough to talk credibly with engineers, clinicians, and regulatory specialists about what makes this work hard.

Own the close on every hire, from shaping the offer strategy to getting to yes.

Make sure every candidate leaves understanding what we’re building and why it matters, whether or not they get an offer.

Track pipeline health, conversion rates, time-to-fill, and source effectiveness, and use them to unstick searches and guide tradeoffs between speed and quality.

Build templates, interview kits, and hiring manager training as gaps show up in your searches.

Grow Epia’s employer brand over time through job posts, LinkedIn, and select conferences and university events.

What Success Looks Like

In your first 90 days, you’re running a full set of active searches, each with an aligned intake and a moving pipeline. Hiring managers see you as a partner who shapes the search, not just runs it.

In 6 to 12 months, you’ve closed the hires our next milestones depend on, structured loops are in place for core roles, and leadership uses your funnel reporting to make hiring decisions.

You’re building our future team before roles even open, and you treat our hiring process as something to keep improving, trying new tools and ideas along the way.

Why This Role

Build the core team. You’re joining early, and the people you hire will fill the foundational roles at a company building cutting-edge neurotechnology.

Momentum. Epia was ranked #4 on LinkedIn’s 2026 Top Startups list for the U.S., and you’ll help turn that early attention into a brand great people know.

Visibility. Your work shows up in our product and clinical milestones, and leadership will know exactly what you contributed.

Qualifications

6+ years of full-cycle recruiting, including recent hands-on ownership of a full search load.

A track record of personally sourcing and closing candidates across multiple engineering disciplines, such as ASIC, electrical, firmware, or robotics.

Experience influencing hiring managers on role scope, level, and compensation, including changing their minds with data.