Senior Technical Recruiter

Outpost; Los Angeles (CA); On-site; USD 110,000 - 180,000; Full time

Benefits offered by this job

Stock options

Medical, dental, and vision insurance

Life, disability insurance

401(k) with company match

PTO and paid holidays

Catered lunch and snacks

Job summary

Outpost in Los Angeles is building earth return logistics for space. We’re hiring a recruiter to own full-cycle technical recruiting across hardware and software, partnering with engineering and operations leadership to forecast headcount and build proactive pipelines in a fast, build-heavy environment.

You’ll manage intake, JD calibration, sourcing, screening, interviews, offers, and onboarding, develop structured interview processes, and drive continuous improvements while upholding ITAR/EAR

Qualifications

• 6+ years of full-cycle technical recruiting with hands-on sourcing and closing in hardware-centric or deep-tech environments (aerospace strongly preferred).
• Demonstrated success hiring across two or more of: test, GNC/controls, avionics/embedded systems, software, manufacturing/integration/test, reliability/quality.
• Strong stakeholder partnership: you can stand up process where and guide hiring teams toward signal-rich interviews and decisive debriefs.
• Data-driven mindset: confident in ATS reporting, pipeline analysis, and experimentation to improve throughput and quality.
• Clear, persuasive communication; ability to contextualize Outpost’s mission, product roadmap, and constraints to diverse candidate profiles.
• Familiarity with export-control considerations (ITAR/EAR) in recruiting workflows and documentation.

Responsibilities

• Collaborate with other members of our recruiting team.
• Own full-cycle recruiting: intake/kickoff, JD calibration, sourcing, screening, interview coordination, offers, and pre-onboarding.
• Build and maintain pipelines for technical roles (e.g., mechanical, GNC/controls, avionics/embedded, software, manufacturing & test technicians, integration).
• Partner closely with hiring managers to define profiles, design structured interview scorecards, train interviewers, and run consistent debriefs.
• Drive top-of-funnel sourcing via LinkedIn Recruiter, referrals, targeted communities, and events; experiment with niche channels for aerospace talent.
• Maintain rigorous ATS processes (e.g., Greenhouse): accurate stages, tags, and weekly pipeline reporting.
• Calibrate compensation with Finance/Operations; prepare offer packages (base/equity/bonus), manage exceptions, and close candidates against competitive offers.
• Craft compelling outreach, support local events/university touchpoints, and activate referral campaigns.
• Uphold export-control/ITAR/EAR screening steps in the hiring workflow; ensure compliant documentation and comms.
• Track and improve pipeline metrics (time-to-hire, onsite-to-offer, pass-through rates) and drive continuous process improvements.
• Support non-technical recruiting efforts (operations, marketing, IT, finance, etc) as needed.

Skills

Full-cycle recruiting

Sourcing

Closing

Aerospace recruiting

Stakeholder partnership

Data‑driven mindset

ITAR/EAR recruiting

Greenhouse

Tools

Greenhouse

Job description

Outpost is pioneering Earth return logistics for space. We're building vehicles that can return payloads from orbit safely and precisely - enabling faster space-based manufacturing, global delivery, and entirely new capabilities in the space economy. Our spacecraft is already backed by the U.S. government with multiple missions ahead. We’re a mission-focused team, building with urgency, grit, and care for the work we do and the people we do it with.

The Role

You’ll own full-cycle recruiting for high-impact technical roles across hardware and software. You’ll partner directly with engineering and operations leadership to forecast headcount, build proactive pipelines, drive a crisp interview process, and close top talent. This is a role for a recruiter who is equally strong at sourcing and stakeholder partnership, and who enjoys rolling up their sleeves in a fast, build-heavy environment.

What You’ll Do

• Collaborate with other members of our recruiting team
• Own full-cycle recruiting: intake/kickoff, JD calibration, sourcing, screening, interview coordination, offers, and pre-onboarding.
• Build and maintain pipelines for technical roles (e.g., mechanical, GNC/controls, avionics/embedded, software, manufacturing & test technicians, integration).
• Partner closely with hiring managers to define profiles, design structured interview scorecards, train interviewers, and run consistent debriefs.
• Drive top-of-funnel sourcing via LinkedIn Recruiter, referrals, targeted communities, and events; experiment with niche channels for aerospace talent.
• Maintain rigorous ATS processes (e.g., Greenhouse): accurate stages, tags, and weekly pipeline reporting.
• Calibrate compensation with Finance/Operations; prepare offer packages (base/equity/bonus), manage exceptions, and close candidates against competitive offers.
• Craft compelling outreach, support local events/university touchpoints, and activate referral campaigns.
• Uphold export-control/ITAR/EAR screening steps in the hiring workflow; ensure compliant documentation and comms.
• Track and improve pipeline metrics (time-to-hire, onsite-to-offer, pass-through rates) and drive continuous process improvements.
• Support non-technical recruiting efforts (operations, marketing, IT, finance, etc) as needed.

Qualifications

• 6+ years of full-cycle technical recruiting with hands‑on sourcing and closing in hardware‑centric or deep‑tech environments (aerospace strongly preferred).
• Demonstrated success hiring across two or more of: test, GNC/controls, avionics/embedded systems, software, manufacturing/integration/test, reliability/quality.
• Strong stakeholder partnership: you can stand up process where and guide hiring teams toward signal‑rich interviews and decisive debriefs.
• Data‑driven mindset: confident in ATS reporting, pipeline analysis, and experimentation to improve throughput and quality.
• Clear, persuasive communication; ability to contextualize Outpost’s mission, product roadmap, and constraints to diverse candidate profiles.
• Familiarity with export‑control considerations (ITAR/EAR) in recruiting workflows and documentation.

Bonus: Existing SoCal aerospace network; experience scaling from ~20–100+ hires/year; campus/early‑career program setup; event organizing.

Benefits

• 110,000 – 180,000 annual salary, commensurate with experience
• Incentive stock options
• Medical, dental, and vision insurance
• Life, short‑term, and long‑term disability coverage
• 401(k) with company match
• PTO and paid holidays
• Catered daily lunch, snacks, and coffee

Note: You must be a U.S. citizen, lawful permanent resident, protected individual under 22 C.F.R. § 120.15, or otherwise eligible to obtain required authorizations from the U.S. Department of State.