Talent Acquisition Manager

Beyond Reach Labs; New York (NY); On-site; USD 90,000 - 120,000; Full time

Job summary

Beyond Reach Labs is building the next generation of space-quality hardware with a small, engineering-heavy team. We are hiring our first dedicated Talent Acquisition Manager to own recruiting end to end, partnering with founders and hiring managers, and establishing the initial processes and infrastructure.

You'll design sourcing pipelines, run a fast interview process, and help scale hiring as we grow across engineering, manufacturing, and business functions.

Qualifications

• 2+ years of recruiting experience, including in-house at an early-stage or high-growth startup.
• Real experience recruiting mechanical engineers; able to evaluate ME backgrounds.
• Comfortable owning a recruiting function.
• Interest in preserving existing hiring practices while scaling infrastructure.

Responsibilities

• Own full-cycle recruiting for engineering and manufacturing roles and business functions.
• Partner with founders and hiring managers to scope roles, leveling, and compensation.
• Build sourcing pipelines beyond referrals, including channels for hardware talent.
• Design and run a structured interview process for a small, technical team.
• Manage employee referral program.
• Stand up lightweight ATS and a clean candidate/offer/onboarding process.
• Help build our early reputation as a place strong hardware and space engineers want to work.

Skills

Full-cycle recruiting

Engineering recruiting

Startup experience

Stakeholder management

Tools

ATS

Job description

About Beyond Reach Labs

At Beyond Reach Labs, we are designing and building the largest deployable structures ever flown to space. We're a small, engineering-heavy team today and about to grow deliberately across engineering, manufacturing, and the business functions that support them.

Building revolutionary technology requires more than great engineers. It requires a company that operates smoothly, moves quickly, and stays focused on what matters most.

The role

We're hiring our first dedicated Talent Acquisition Manager. You'll own recruiting end to end: partnering directly with founders and hiring managers, building sourcing pipelines beyond our existing network, running a fast and structured interview process, and standing up the basic infrastructure (applicant tracking, offer process, onboarding handoff) a growing hardware company needs.

This is a build-it-yourself role. You'll be the first and only person in this seat for a while, which means you're designing the process, not inheriting one.

What you'll do

• Own full-cycle recruiting for engineering and manufacturing roles (mechanical, electrical, avionics, production/manufacturing) as well as the business functions we're now adding (finance, operations, sales support)

• Partner directly with founders and hiring managers to scope roles, leveling, and compensation before a search opens

• Build sourcing pipelines that go beyond our current referral network, including channels specific to mechanical engineering and hardware talent

• Design and run a structured, fast-moving interview process suited to a small, technical team - technical screens, hands-on/onsite evaluation, reference checks

• Manage employee referral program

• Stand up lightweight applicant tracking and a clean candidate/offer/onboarding process

• Help build our early reputation as a place strong hardware and space engineers want to work

What we're looking for

• 2+ years of recruiting experience, including time in-house at an early-stage or high-growth startup - not exclusively agency or large-company recruiting

• Real experience recruiting mechanical engineers specifically: you know how to evaluate an ME background, and where to find people who've worked on physical hardware (aerospace, robotics, automotive, or similar)

• Comfortable being the owner of a function

• A genuine interest in preserving what's worked about our hiring so far (trust, referrals, a high bar) while building the infrastructure to scale past it

Nice to have

• Recruiting experience specific to space, aerospace, or satellite hardware companies

• Experience as a founding or first TA hire elsewhere

• Familiarity with manufacturing/production hiring (technicians, quality, supply chain) in addition to engineering roles

• Experience setting up an ATS and interview process at a company under ~50 people