Full-Time Technical Recruiter

• Own end-to-end recruiting for core engineering groups: Mechanical (design, structures), Manufacturing & Industrial, Software, Avionics, and Embedded/RTOS—from intake to signed offer.
• Build the recruiting system: calibrated scorecards, structured interviews, competency maps, SLAs, and reporting that scales.
• Source where others don’t: cleared communities, niche forums, meetups, labs, alumni networks, and top programs; run targeted outbound that converts.
• Be a trusted advisor to founders and engineering leadership—labor-market insights, funnel diagnostics, capacity planning, and compensation guidance.
• Craft our recruiting image: compelling JDs, outreach narratives, micro-sites, events, and content that speak to mission-driven builders.
• Maintain an exceptional candidate experience with crisp communication, prep, and feedback loops.
• Close: drive structured debriefs, reference loops, and offer strategies that win in competitive markets.
• Track, analyze, and improve: weekly dashboards, source/quality analysis, and process experiments that raise the bar.

• 7+ years total recruiting experience with 5+ years hands-on technical recruiting.
• Proven success hiring across mechanical, manufacturing, software, avionics, and embedded in startup or hyperscale settings.
• Built or materially upgraded recruiting process (scorecards, calibration rubrics, interviewer training, structured loops).
• Demonstrated ability to source and close hard-to-find engineering talent in competitive markets; comfortable recruiting in or adjacent to cleared environments.
• Operate as a full-cycle owner and hiring-manager partner; you’re comfortable running weekly headcount reviews and advising on trade-offs.
• Excellent writing: you can craft JD/outreach that earns replies and reflects our mission.

• Experience recruiting for safety-critical systems, flight hardware, autonomy, or defense systems.
• Familiarity with RTOS, C/C++, Python, controls, sensor fusion, FPGA/RF, DO-178/254 or similar domains (enough to calibrate quickly with SMEs).
• You’ve scaled a team from ~40→100+ post-Series A and lived the build-while-flying reality.
• Comfort working with cleared talent pipelines (and understanding how to navigate them).

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