Talent Acquisition Manager

Beyond Reach Labs, Inc.; New York, Northern (NY, KY); Hybrid; USD 100,000 - 150,000; Full time

Job summary

Beyond Reach Labs in New York is hiring its first dedicated Talent Acquisition Manager. You will own recruiting end to end for engineering, manufacturing, and business functions, partnering with founders and hiring managers, and building the pipeline and infrastructure needed for a growing hardware company.

This is a build-it-yourself role: you design the process, not inheriting one, and you’ll stand up an ATS, design structured interviews, and help the team attract top hardware and space talent.

Qualifications

• 2+ years of recruiting experience, including in-house at an early-stage or high-growth startup.
• Real experience recruiting mechanical engineers and hardware talent is a plus.
• Comfortable owning a function and building processes from scratch.
• Interest in preserving proven hiring practices while scaling.

Responsibilities

• Own full-cycle recruiting for engineering, manufacturing, and business roles.
• Partner with founders and hiring managers to scope roles, leveling, and compensation.
• Build sourcing pipelines beyond current networks for mechanical engineering and hardware talent.
• Design and run a structured interview process with technical screens and on-site evaluations.
• Manage employee referral programs.
• Stand up lightweight ATS and a clean candidate/offer/onboarding process.
• Help build the company's early reputation as a place strong hardware and space engineers want to work.

Skills

Full-cycle recruiting

Sourcing pipelines

Interview design

Onboarding processes

Ownership mindset

Tools

ATS (Applicant Tracking System)

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