Technical Sourcer Job Austin area,Texas USA,HR/Recruitment

Requirements

Proven technical sourcing experience for hard‑to‑fill roles in hardware, robotics, or adjacent deep‑tech and physical‑engineering domains (aerospace, defense, autonomy, or advanced manufacturing)
Ability to understand technical requirements and separate signal from noise
Strong search discipline, including Boolean, Linked In Recruiter, and creative sourcing paths
Clear, concise written communication
Good judgment on candidate fit, motivation, and relevance
Strong follow‑through and pipeline hygiene
Comfort operating in a fast‑moving environment with changing priorities
Ownership mindset and the ability to work with limited structure
(Desirable) Experience sourcing for aerospace, UAVs, robotics, autonomy, manufacturing, defense, or hardware teams
(Desirable) Experience with Lever
(Desirable) Experience supporting startup or high‑growth technical hiring
(Desirable) Familiarity with mechanical, electrical, manufacturing, flight test, production, or embedded systems roles
(Desirable) Experience building referral maps or talent intelligence projects

What the job involves

Skyways is hiring a Technical Sourcer to own top‑of‑funnel hiring across engineering, manufacturing, autonomy, hardware, robotics, operations, and technical leadership roles
This role is about judgment, market understanding, and clean execution. You will help define where the right talent sits, find strong candidates, start the conversation, and hand off qualified people into the recruiting process
Done well, this role directly shapes who joins Skyways. You will give hiring managers better options, help recruiting move faster, and build a clearer picture of the technical talent market as we scale
Build market maps for priority technical roles
Source candidates across aerospace, autonomy, robotics, manufacturing, hardware, defense, and startup environments
Create and maintain searches in Linked In Recruiter and other sourcing tools
Run outbound outreach through Linked In, email, referrals, and targeted research
Lightly qualify candidates against role‑specific rubrics
Partner with recruiting and hiring managers to define what “qualified” means for each role
Keep Lever clean with accurate stages, notes, responses, and follow‑ups
Hand off qualified, interested candidates with clear context
Surface market signal around comp, titles, location, availability, and talent density
Help improve sourcing process, outreach quality, and pipeline visibility

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