Technical Recruiter
Job description
About the role
This role manages full-cycle recruitment for a new space operations architecture. The work supports a mission-driven startup that enables one satellite to host many payloads deployed at high velocity without thrusters.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Define sourcing strategies to build qualified candidate pools for critical space operations disciplines.
Shape end-to-end hiring processes for engineering, manufacturing, production, and operations roles to move candidates from outreach to offer acceptance efficiently.
Guide candidates through structured interviews and timely feedback so evaluation decisions remain clear and hiring momentum is preserved.
Screen candidates and communicate their fit to hiring managers to ensure role requirements and evaluation criteria are applied consistently.
Represent Space Kinetic's mission, culture, and technology vision to strengthen employer branding and attract specialized professionals.
Champion a positive candidate experience and support outreach through recruiting events, university engagement, referrals, and technical community participation to widen the talent pool.
Requirements
Meet a baseline of a Bachelor's degree or equivalent professional experience to demonstrate foundational preparation.
Bring 3+ years of full-cycle recruiting experience, including hiring engineers or technical professionals in demanding, fast-paced environments.
Show success sourcing and engaging passive candidates across competitive technical markets.
Manage multiple candidate pipelines in parallel while partnering closely with hiring managers in a startup context.
Use LinkedIn Recruiter, referrals, networking, Boolean searches, and direct outreach to build diverse and deep talent pools.
Apply working knowledge of applicant tracking systems and recruiting tools to keep workflows efficient.
Exhibit strong communication, organization, and relationship-building skills to coordinate complex hiring efforts.
Nice to have
Accumulate experience recruiting within aerospace, defense, space, robotics, autonomous systems, hardware, or deep technology sectors.
Recruit spacecraft, software, electrical, mechanical, manufacturing, test, or systems engineering talent for specialized mission needs.
Gain experience in venture-backed or fast-growing technical organizations to understand rapid scaling dynamics.
familiarity with Greenhouse, LinkedIn Recruiter, Gem, or similar tools to refine sourcing and reporting.
Understand ITAR, security clearance, or government contracting hiring environments to navigate compliance requirements.
Thrive in a fast-paced, autonomously driven, and demanding startup atmosphere to sustain performance under urgency.
Skills & tools
Expertise in LinkedIn Recruiter, Greenhouse, and related platforms supports efficient outreach and structured pipeline management.
Strong Boolean search techniques and direct outreach methods enable targeted discovery of niche technical professionals.
Practical notes
U.S. ITAR compliance requires citizenship, lawful permanent residency, refugee, or asylee status or eligibility for required authorizations.
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.