Senior Talent Acquisition Manager

GITAI is a vertically integrated space and defense company building the next generation of hardware for low-Earth-orbit missions.

At our core is the space robotics technology that has defined GITAI from the beginning. A small, highly capable engineering team applies that foundation across satellite buses, in-orbit servicing robotics, and mission hardware for applications such as Earth observation. Today, a major focus of our work is supporting U.S. national security missions, particularly through proliferated LEO satellite constellations and other next-generation space systems.

We design, build, integrate, and test much of our hardware in-house. Electrical, mechanical, software, manufacturing, integration, and test teams work closely together, allowing a small team to own complete systems rather than isolated components. This vertical integration helps us move quickly, learn directly from hardware, and shorten the path from architecture to a working system.

We are still early. The systems, the company, and the market are all being built at the same time. Requirements change, technical problems are often ambiguous, and many answers do not yet exist. We are looking for exceptional engineers and operators who want broad ownership, can work across disciplines, and are willing to stay close to the hardware until the mission succeeds.

Build a recruiting and talent-market advantage that is specific to GITAI.

You will work with the Head of HR and hiring leaders to identify, engage, assess, and hire exceptional people across engineering, manufacturing, operations, and corporate functions. GITAI will not win by copying the recruiting playbooks of larger aerospace companies or late-stage startups. Build around GITAI’s mission, technical work, stage, strengths, and constraints. Find the talent markets where GITAI can win, then build the channels to reach them.

This is a hands‑on manager role. You will remain active in frontline recruiting as the company and recruiting team grow.

• Own full-cycle recruiting from role definition through accepted offer, partnering closely with the Head of HR and hiring leaders.
• Proactively map, identify, and engage scarce, high‑impact talent, including passive candidates and people in adjacent talent markets.
• Build GITAI-specific talent channels and long-term pipelines through university engineering teams, technical communities, social media, events, partnerships, referrals, and targeted outreach. This includes hands‑on student groups such as Formula SAE, rocketry, robotics, and satellite teams.
• Learn each role in enough technical and operational depth to define strong candidate profiles and distinguish real capability from surface‑level fit.
• Act as a trusted recruiting partner to hiring leaders. Challenge assumptions when talent‑market evidence points to a better search, evaluation, or hiring approach.
• Assess, engage, and close candidates based on capability, motivation, and fit with GITAI’s operating environment. Build candidate‑specific reasons to join.
• Keep recruiting fast and disciplined through clear ownership, timely feedback, accurate data, and continuous improvement. As the team grows, help hire and develop additional recruiters while remaining active in frontline recruiting.

• 5+ years of full-cycle recruiting experience in an agency, startup, or high‑growth company.
• 1+ year of in‑house recruiting experience at an early‑stage startup, Series B or earlier.
• A proven record of identifying, engaging, and closing difficult‑to‑find candidates, including passive talent.
• Experience recruiting technical roles and across multiple functions. Experience in space, aerospace, defense, robotics, advanced manufacturing, or another hard‑technology industry is strongly preferred.
• A track record of building new sourcing channels, talent communities, partnerships, or outreach programs from scratch.
• The ability to learn unfamiliar technical fields quickly enough to run credible searches and evaluate candidate relevance.
• Strong judgment about where an early‑stage company can compete for talent, combined with the confidence to challenge hiring leaders…