JOB DUTIES AND RESPONSIBILITIES

• Partner with the Talent Acquisition Manager, Vice President of Human Resources, Vice President of Engineering and functional Engineering managers to evaluate organizational talent needs and requirements in line with current and future business needs.
• Consult with Engineering Leadership and functional hiring managers to understand team composition and alignment with current and future business requirements and the identification of strategies and resources to fill identified gaps.
• Partner with functional Engineering Managers to gain a deep understanding of their technical skill needs and the technical requirements of each role and develop effective talent acquisition strategies, including direct hire, contract, and outsourced engineering services.
• Proactively source, identify and engage top-tier technical candidates for various roles in engineering, software development, aerospace, and other relevant disciplines.
• Build a pipeline of candidates to help develop leading-edge electronics for satellites, spacecraft, and aerospace systems for full-time and contract staffing needs.
• Effectively assess the technical ability, aptitude, and motivation of candidates for complex engineering roles.
• Engage in full-cycle recruitment from screening applicants to evaluate candidates’ skills, experience, and cultural fit to negotiating and extending offer packages.
• Utilize various sourcing techniques, including job boards, social media, industry conferences, and networking events, to build a strong pool of qualified candidates.
• Stay updated on industry trends, best practices, and emerging technologies.
• Assist with a wide array of additional functions as necessary within a high growth startup.
• Consult with Human Resources and Engineering leadership to develop and improve technical recruitment and assessment processes and tools.
• Coach, mentor, and train talent acquisition team to better understand engineering technical requirements and assess candidate technical skills and aptitude. 

JOB REQUIREMENTS AND MINIMUM QUALIFICATIONS

• Bachelor’s degree in a relevant engineering discipline from an accredited university or institution.
• Prior significant career experiences in the aerospace industry, or similar, working in a relevant engineering discipline.  Prior experience in an engineering leadership role with responsibility for building and executing talent plans is required.
• Minimum 12 years of experience in technical recruiting within the aerospace, space, and/or defense industries.
• Experience recruiting for aerospace, electrical, mechanical, software, and other engineering positions.  Strong preference for candidates with experience recruiting for electrical engineering disciplines, including Digital Hardware, Power Electronics, FPGA, RF, and Antenna Design.
• Strong networking skills and the ability to connect with passive candidates.
• Experience with full life cycle recruiting (screening candidates, consulting with hiring managers, facilitating interviews, and extending offers).
• Proven ability to use recruiting techniques, such as cold calling candidates, planning and executing networking events, locating industry experts, and coming up with creative ways to interact with them, and developing original focused sourcing campaigns.
• Ability to manage multiple high priority, technical requisitions at one time.
• Excellent communication and interpersonal skills.
• Ability to thrive in a fast-paced and dynamic environment.