Senior Technical Recruiter - Hardware

About the Team

The Talent Team helps build the teams that design, test, and fly our interceptors: the seeker that finds the target, the propulsion and solid rocket motors that get it there, the avionics and guidance that fly it, and the manufacturing that makes it producible at rate and at cost. 

We are small, deeply technical, and biased toward action, and every hire moves a meaningful share of what we can deliver. The engineers we need are employed, in demand, and not applying to job boards, so hiring is not a support function here; it is the rate limiter on how fast capability reaches our customers. 

This is a wear-many-hats environment where you must be comfortable "building the airplane in flight" and stepping well outside your comfort zone; a narrowly scoped role with clean handoffs is not what this team offers. It is also an AI-native one, where fluent use of cutting-edge agentic tools lets one person out-deliver a much larger conventional team, where we will be pushing the limits for what such a team can deliver.

About the Role

You will be the responsible owner for technical hiring at Furientis. This is a hybrid role: half full-cycle recruiter carrying your own reqs, half recruiting operations engineer building the system everyone else hires through. Your top priority is accepted offers from engineers who can do the work, at the pace the program needs. Behind that sits the rest of the job: sourcing strategy, intake discipline, structured interview design, scorecard quality, funnel instrumentation, offer construction, and the candidate experience that decides whether a top engineer takes our call the second time.

You will recruit across seeker, propulsion, propellant and SRM, GNC, avionics, test, and manufacturing, plus the business roles that keep those teams supplied. You report to the Head of Talent and partner directly with the technical leads who own each req and carry final hiring authority on it. Your job is to make sure the pipeline behind every open role is deep, honest, and fast enough that a technical decision never waits on a staffing one.

What You'll Do

Run full-cycle recruiting on the engineering reqs that enable Furientis to deliver on its mission.  From intake through accepted offer, with you personally accountable for the close. This is the highest-priority output of the role.

Source passive candidates directly through LinkedIn Recruiter, Gem, Boolean, GitHub and publication mining, conference rosters, and referral campaigns; the engineers we need are employed, not applying.

Run structured intakes with technical leads that convert a hardware problem into a named target list and a real scorecard, not a wish list of keywords.

Screen candidates yourself on technical substance, holding a credible conversation about what they actually built and separating the engineer who designed the thing from the one who sat next to them.

Design and refine interview loops that raise confidence in the hire and cut time-to-decision, and then keep the team on-track when schedules get tight.

Own Lever end to end: req hygiene, stage definitions, scorecards, and offer execution through DocuSign, so pipeline data means something a month later.

Instrument the funnel and report on it, tracking pass-through by stage, source-of-hire, time-to-fill, and offer-accept rate; when a req stalls, you name the broken stage and fix it.

Build and manage the talent pipelines that precede the reqs, including university programs, national labs, primes, and adjacent industries, so a new opening starts with names rather than a blank search.

Own candidate experience and employer brand in a market where our competitors are household names and we are not yet.

Skills We're Hiring For

Bachelor's degree preferred; a strong hiring record matters more.

3+ years of full-cycle technical recruiting, with at least 2 years carrying engineering reqs end to end from sourcing through close.

Demonstrated sourcing depth in passive markets: LinkedIn Recruiter, Gem, Boolean, referral campaigns, and direct outreach that gets answered. You can build a world class list of qualified engineers for a hard req in a few days, without waiting on inbound.

Technical fluency sufficient to read a seeker, propulsion, or GNC role, run a substantive first conversation, and tell a strong résumé from a padded one. 

Closing: comp conversations, competing offers, counteroffers, relocation, and the timing judgment to know when a candidate is actually gettable.

Pipeline analytics: funnel metrics, pass-through rates, source-of-hire, and time-to-fill used to change what you do, not to fill a slide.

Working practices: written intakes, documented scorecards, repeatable interview loops, and clean ATS data other people can act on.

Hands-on with agentic AI tools (Claude Code, Codex, OpenCode, Kilo, or similar): building, supervising, and reviewing AI-agent output to accelerate sourcing, screening, and recruiting operations, with concrete examples of what you've shipped.

Bonus Points For

Interceptor, missile, munition, propulsion, or seeker program recruiting.

Hardware, aerospace, or defense recruiting of any kind.

Agency or executive search background and the sourcing muscle that comes with it.

Cleared recruiting and building clearance-eligible pipelines.

University, national lab, and trade school pipeline development.

Employer brand work: conference presence, engineering content, technical events.

Recruiting for AI-native engineering teams where agentic tooling changes what a given headcount delivers.