Technical Recruiter (Open to Hardware Engineers Transitioning into Recruiting)

Who We Are:

GITAI is a vertically integrated space and defense company building the next generation of hardware for low-Earth-orbit missions. Its engineering teams work across satellite buses, in-orbit servicing robotics, mission hardware, electrical engineering, mechanical engineering, software, manufacturing, integration, and testing.

Your Mission:

Expand GITAI’s technical recruiting bandwidth without lowering the technical bar. Scale first-pass technical screening by evaluating engineering portfolios, CAD, PCB work, hardware photos, test results, and other technical artifacts. Use real engineering judgment rather than resume keyword matching, bring an independent view of the engineering talent market, and respectfully challenge hiring managers when evidence points in a different direction.

What You’ll Drive:

This role is intentionally open to hardware engineers who want to transition into recruiting. Prior recruiting experience is a plus, not a requirement.

• Review engineering portfolios and identify candidates who should move forward.
• Understand what a candidate designed, built, tested, and owned.
• Distinguish genuine hands-on engineering depth from polished presentation or work primarily performed by a larger team.
• Identify where a candidate’s technical strengths fit within mechanical, electrical, avionics, propulsion, manufacturing, robotics, and other engineering roles.
• Build enough technical context to make screening decisions independently.
• Protect engineering time by sending candidates into technical assessment only when there is strong evidence they are worth the team’s attention.
• Learn from engineering teams, their work, and hiring outcomes to continuously improve technical judgment.
• Build a deep understanding of the engineering talent market and identify strong candidates conventional resume screening may miss.
• Bring independent judgment to hiring discussions and respectfully challenge hiring managers when technical or market evidence supports a different conclusion.
• Apply a consistent, evidence-based technical screening standard across candidates.

What We’re Looking For:

• Bachelor’s degree or higher in Mechanical Engineering, Electrical Engineering, Aerospace Engineering, Robotics Engineering, or a closely related engineering field.
• At least 1 year of professional experience performing engineering or hands-on technical work in a hardware-related field.
• Exceptional technical judgment and the ability to quickly evaluate whether an engineering portfolio is worth advancing.
• Strong technical depth in mechanical engineering, electrical engineering, or both.
• Strong understanding of the engineering talent market.
• Independent judgment and the ability to respectfully challenge hiring managers.
• Strong judgment of people, including the ability to understand motivations, working style, ownership, and likely role fit from limited information.
• Hands-on experience using an applicant tracking system to manage candidate pipelines and recruiting workflows.
• Working knowledge of basic U.S. employment compliance, particularly California labor and employment requirements relevant to recruiting and hiring.
• Strong communication skills and the ability to operate quickly in an early-stage startup environment.
• Eligibility to access export-controlled technical information in accordance with applicable U.S. export control laws.

Strong plus:

• Experience in space, aerospace, defense, robotics, advanced manufacturing, automotive, or another hard-tech industry.
• Experience working at an early-stage startup, particularly from pre-seed through Series B.
• Professional recruiting experience with responsibility for sourcing, screening, and managing candidates through the hiring process.

Traditional recruiting experience is helpful, but technical depth and judgment matter more for this role.

Benefits:

• Comprehensive healthcare: 100% paid medical, dental, and vision insurance for employees, with 90% coverage for dependents, plus life insurance.
• Retirement savings: 401(k) plan with a company match.
• Paid time off: 12 days of PTO and 12 company holidays annually.
• Office perks: Free snacks and drinks, plus regular social events.

No agency submissions, please.

Important Notice:

• Applicants must be currently authorized to work in the U.S. This role is not eligible for visa sponsorship.
• To conform to U.S. Government space technology export regulations, including ITAR, employees must be a U.S. citizen, lawful U.S. permanent resident, lawfully admitted into the U.S. as a refugee or granted asylum, or eligible to obtain the required authorizations.
• GITAI USA is an Equal Opportunity Employer.