Technician Jobs at Liquid AI with Visa Sponsorship
Technician jobs at Liquid AI sit at the intersection of cutting-edge machine learning hardware and hands-on systems work. Liquid AI has demonstrated a willingness to sponsor work visas for technical talent, making it a realistic target for international candidates with the right hands-on credentials.
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Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
About Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
See all Technician Jobs at Liquid AI
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Technician Jobs at Liquid AI.
Get Access To All JobsTips for Finding Technician Jobs at Liquid AI
Certify Your Technical Credentials Before Applying
Liquid AI's Technician roles require verifiable hands-on skills in areas like hardware assembly, systems testing, or lab operations. Have your transcripts, certifications, and any relevant documentation evaluated and ready before you submit an application.
Target Roles Matching Your Visa Classification
If you're on F-1 OPT, confirm your role qualifies under your STEM classification before accepting an offer. Technician positions in AI hardware and software infrastructure often qualify, but the job duties on your offer letter need to align with your degree field.
Research Liquid AI's Lab and Hardware Teams
Liquid AI builds proprietary AI architectures, so Technician openings often support research lab environments rather than traditional IT operations. Tailor your application to reflect experience with prototype systems, test equipment, or hardware-software integration workflows.
Use Migrate Mate to Filter Verified Sponsorship Listings
Search Migrate Mate's job board to find Technician openings at Liquid AI filtered by visa type. This saves time by surfacing roles where sponsorship has already been confirmed, so you're not guessing at employer willingness during outreach.
Negotiate Your Start Date Around H-1B Filing Windows
If you need an H-1B and aren't already cap-exempt, USCIS opens registration in March for an October 1 start. Discuss this timeline with your Liquid AI recruiter early so your offer and filing dates are aligned before you accept.
Clarify Petition Details Before Your Offer Expires
Before signing, confirm with the hiring team whether Liquid AI will file a new H-1B petition or support a transfer, and whether premium processing is on the table. Getting clarity on the DOL Labor Condition Application timeline protects you if your current status has a hard expiration.
Frequently Asked Questions
Does Liquid AI sponsor H-1B visas for Technicians?
Yes, Liquid AI sponsors H-1B visas, including for Technician roles. As an AI technology company, Liquid AI operates in a sector where sponsoring technical talent is standard practice. If you're in H-1B status or eligible for cap-subject registration, it's worth raising sponsorship directly with the recruiter during the offer stage to confirm the company will file on your behalf.
Which visa types are commonly used for Technician roles at Liquid AI?
Liquid AI supports H-1B, F-1 OPT, F-1 CPT, and TN visas for its technical workforce. For Technician roles specifically, F-1 OPT is common for recent graduates in STEM fields, while TN is available to Canadian and Mexican nationals in qualifying technical occupations. H-1B sponsorship applies for longer-term employment beyond OPT duration.
How do I apply for Technician jobs at Liquid AI?
You can find and apply for Technician openings at Liquid AI through Migrate Mate, which lists verified visa-sponsoring employers and filters roles by visa type. When applying, highlight hands-on technical experience relevant to AI hardware or systems environments. Follow up with the recruiter early to confirm sponsorship details before your application advances to the offer stage.
What qualifications are expected for Technician roles at Liquid AI?
Liquid AI's Technician roles typically call for a background in electrical engineering, computer science, or a related technical field, combined with hands-on experience in hardware testing, lab operations, or systems integration. Given the company's focus on novel AI architectures, familiarity with prototype hardware environments or research lab workflows is a practical differentiator when competing for these positions.
How do I plan my timeline if I need visa sponsorship for a Technician role at Liquid AI?
Timeline depends heavily on your current status. F-1 OPT students can begin work shortly after an offer is accepted, provided the role qualifies under their STEM field. H-1B sponsorship requires USCIS registration in March and a cap-subject start date of October 1, unless you're already cap-exempt. TN status can be obtained at a port of entry with relatively short lead time. Discuss your situation with Liquid AI's HR team as early as possible in the process.