How to land Agility Robotics jobs after its Nasdaq debut

What just happened with Agility Robotics, and why does it matter for jobs?

Agility Robotics started trading on Nasdaq on November 5, 2026, under the ticker AGLT. That makes it the first pure-play humanoid robot company listed on a US stock exchange. It wasn't a classic IPO, though. The company, based in Salem, Oregon, went public by merging with a blank-check company, Churchill Capital Corp XI, after shareholders approved the deal on November 2. The merger valued Agility at about $2.5 billion before new money and was expected to raise roughly $465 million. That's less than the $620 million-plus mentioned when the deal was announced in July, because some SPAC investors cashed out instead of staying in. It's still a big pile of money for a company that builds a warehouse humanoid called Digit, and it's set aside for scaling production.

Here's why that matters to you as a job seeker. Agility says Digit is working at nine customer facilities, and Amazon, Toyota, GXO, Schaeffler and MercadoLibre are among the customers it names. It also reports more than $300 million in orders for its new Digit 5 robot, with deliveries targeted for the first half of 2027. Those orders depend on Agility hitting delivery deadlines and shipping the features it promised. To do that, the company has to hire people who can build, test, ship, install and support robots faster than it ever has. Its RoboFab factory in Salem was designed to build more than 10,000 robots a year and, at full capacity, to employ more than 500 workers. Capacity isn't output, but the direction is obvious.

A newly public hardware company hires differently from a startup still working quietly. Public investors check delivery milestones and cash burn every quarter, so hiring managers tend to favor people who've already shipped physical products on schedule and at volume. That raises the bar for your CV. A list of robotics buzzwords won't get you through. You need proof you've taken something from prototype to product. The rest of this guide covers the roles Agility posts, the keywords and proof points a robotics CV should include, how to rework an automotive, warehouse-automation or software background for humanoid work, and how to test your CV against a live Agility job ad before you apply. Write a separate, tailored CV for each application. Don't send one version to every posting.

Which roles does Agility Robotics hire for?

Agility Robotics jobs fall into four broad groups: robotics and AI software, hardware and electrical engineering, manufacturing and production, and field deployment and customer support. Finance, people and operations roles sit around them. Listings on major job boards in October 2026 included robotics software engineers focused on manipulation and a senior manufacturing test software engineer who'd build software for the test stations that check every Digit robot. There were also openings for a senior electrical engineer, senior deployment specialist, senior technical support specialist, production coordinator, senior buyer and a senior staff data scientist for robotics. One AI intern role was about helping Digit navigate and interact with the world. Most hiring is in Salem, Oregon. Pittsburgh and Fremont, California, are the other main hubs.

The pay ranges posted with those ads give you a realistic picture of the ladder. Senior deployment and technical support specialists were listed at roughly $83,000 to $114,000. Manufacturing test software ran from $125,000 to $163,000. Senior robotics software engineering focused on manipulation went up to about $241,000. Leadership roles in AI innovation paid far more. The table below collects these posted ranges. Job boards copy them from the company's own listings, so treat them as a snapshot, not a promise. The listing also changes how you read an offer. Now that shares trade every day, any stock in an Agility package has a visible market price, which makes it easier to compare with a mostly-cash offer elsewhere. It also means the value moves with the stock.

Our take: the most underrated way into a humanoid company isn't the robotics software engineer posting everyone competes for. It's the deployment, test and production roles. Agility's revenue depends on robots working reliably at customer sites, and the people who make that happen work in manufacturing test, field deployment and technical support. These jobs reward hands-on troubleshooting, careful documentation and a calm manner with customers, and plenty of technicians and ops people already have all three. They're also a common route to internal moves later, because nobody knows how a robot fails better than the person who fixed one on a warehouse floor at 2 a.m. If you're a technician, don't talk yourself out of applying because you've never touched a humanoid. Almost nobody has.

What should a robotics engineer resume show for humanoid roles?

A robotics engineer resume for humanoid work has to prove five things. You can make a machine move well (controls), see well (perception) and handle objects (manipulation). You can make it work safely around people (safety). And you can keep it running outside the lab (field deployment and manufacturing scale-up). Put the exact terms in your skills section, then back each one with a bullet that shows a result. For controls, that means terms like whole-body control, model predictive control, state estimation, real-time systems and ROS 2. For perception, think sensor fusion, lidar, depth cameras, SLAM and object detection. Manipulation roles look for grasp planning, motion planning, end effectors and learned policies such as reinforcement or imitation learning. Only list what you've actually used, because interviewers will dig in.

Safety is the group of keywords most applicants miss, and it's the one Agility talks about most. Digit 5, unveiled in September 2026, was built for what the company calls cooperatively safe work: operating near people without the cages and fences traditional industrial robots need. Its safety design adds human detection, motion cues and an independent safety controller, built on NVIDIA's IGX Thor platform. Agility says the design draws on more than 65,000 hours of Digit 4 field operation. If you've worked with functional safety standards like ISO 13849, IEC 61508 or ISO 10218, or you've written risk assessments, designed safety-rated stops or run hazard analyses, say so plainly. That experience is rare, and it's exactly what a humanoid needs before a customer will buy it.

Numbers turn keywords into evidence. Recruiters at a growing hardware company want to see fleet size, uptime, cycle time, test coverage, defect rates, mean time between failures and hours in the field. 'Developed perception pipeline' says very little. Something like 'Cut false obstacle stops by 40% across a 30-robot fleet by retuning lidar and camera fusion' tells a hiring manager you've shipped. Keep the format plain: one column, standard headings, and a skills block that names your tools so applicant tracking software reads it cleanly. If you're starting from an old document, rebuild it with our AI CV builder, which drafts ATS-friendly versions as you chat with it. Then rewrite every bullet around a measurable result before you export.

How do you rework an automotive, warehouse or software CV for humanoid robot jobs?

Reworking an existing CV for humanoid robot jobs is mostly translation: you describe what you've already done in the language of building, deploying and supporting robots that work on their own. Automotive people start ahead. Launching a new model line, running PPAP or APQP, setting up end-of-line testing, writing work instructions and pushing first-pass yield up are the same problems a humanoid factory faces as it grows from hundreds of units toward thousands. Don't claim anything you didn't do, but lead with the part that transfers. 'Ramped a battery module line from pilot to 400 units a week' beats 'Responsible for production engineering' every time. We've covered the same shift in our guide to rewriting car-plant bullets for robotics manufacturing, and nearly all of it applies here too.

If you come from warehouse automation, lean on the customer side. Agility sells to logistics and manufacturing operators, so experience commissioning autonomous mobile robots, conveyors, sortation systems or robotic picking cells is directly relevant. That's especially true if you've done site surveys, connected systems to warehouse management software, trained operators or worked go-live weekends. Put numbers on throughput, uptime and the number of sites you've brought live. If you've worked alongside a customer's safety team on risk assessments and lockout procedures, put that near the top. Hiring managers for deployment and customer success roles want to know you can walk into a distribution center, win over a skeptical operations manager and leave the robots running. That takes both people skills and technical skills, and your CV should show both.

Pure software engineers have the hardest climb, but it's doable. A robotics team cares less about how many frameworks you know and more about whether your code works on real hardware, with lag, noisy sensors and failures you can't reproduce on a laptop. Highlight anything embedded, real-time or safety-critical: C++ performance work, Linux systems programming, simulation, hardware-in-the-loop testing, telemetry pipelines or fleet-management backends. Side projects count if they involve physical hardware. A ROS 2 robot you built and debugged says more than another web app. Data scientists and ML engineers should lead with training models on sensor or video data and running them on edge hardware. Cut any line that would fit at any software company. It's taking up space you need for proof that matters here.

How do you check your CV against an Agility job ad before applying?

The fastest way to check your fit is to paste the full text of one Agility Robotics job ad into a CV analysis tool along with your CV and see which skills come back missing. Copy the text of the posting itself, not just the link, especially if you found it on LinkedIn or Indeed, because those sites block automated fetching. With HRLens, you upload your CV and paste the job description. The CV can be a PDF, a Word file or even a photo. The analysis then lists the skills the ad asks for that your CV doesn't show and tailors its suggestions to that role. Run it once for each posting. A manipulation engineer ad and a deployment specialist ad look for very different evidence, and one generic version won't cover both.

The free result gives you an overall score out of 100, rated from Weak to Excellent, plus five category scores: experience, tech stack, impact and ownership, clarity and structure, and ATS compatibility. For robotics applicants, the tech stack and impact scores usually tell you the most. A low tech-stack score against a controls posting usually means your tools are buried in sentences instead of named in a skills block. A weak impact score means your bullets list duties, not results. Every analysis also writes ATS-friendly versions of your CV in six templates that mirror the job's keywords, so you start by editing a strong draft, not a blank page. The full fix list and the likely reasons you'd be rejected come with the paid Full Analysis, which costs $3.99.

Then do the human check that no tool can do for you. Read each rewritten bullet and ask whether you could defend it for ten minutes at a whiteboard, because robotics interviews get technical quickly. Cut anything you can't defend. Make sure your dates, job titles and locations line up, that you've addressed moving to Salem, Pittsburgh or Fremont if the role is on-site, and that your strongest proof point sits in the top third of page one. One practical note: Agility's ads say it doesn't accept unsolicited referrals from third-party recruiting agencies, so apply directly or get a real referral from an employee. When you're ready, run your free CV analysis against the posting, fix the gaps and send a version written for that exact job.

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