Lead Recruiter

UFORCE

6d•Remote

About The Position

UFORCE is a combat-systems integrator transforming Ukrainian battlefield experience into deployable defence technology for allied nations. Built by Ukrainian practitioners and global technology leaders, UFORCE brings together unmanned air, sea, and land systems, software, command-and-control, and operational expertise into one adaptive combat architecture. Our mission is to make defence dramatically faster, more scalable, and more cost-effective than traditional military systems — helping free nations deter aggression by making defence 100× cheaper than offence. We are building a new category of defence company: combat-proven, open to allied integration, shaped by real-world frontline experience, and focused on protecting democratic societies at speed. UFORCE is growing rapidly, and we’re looking for a Lead Recruiter to play a key role in building the teams that will support our next stage of growth in the United States. As the first dedicated recruiter in the US, you’ll work closely with US leaders and the global Talent team, taking ownership of critical technical and mission-critical hiring while helping attract exceptional talent across highly competitive US markets. This is an opportunity to have real impact beyond individual hires. You’ll bring market insight, challenge thinking, raise the hiring bar and help shape how we recruit as we continue to scale across the US. We’re looking for someone who enjoys working at pace, is comfortable with ambiguity and wants the autonomy to make things happen. This is a hands-on lead role: you’ll personally source and close hard-to-find talent while helping build repeatable recruiting discipline, better hiring-manager capability and stronger pipeline operating rhythms.

Requirements

Strong end-to-end recruiting experience, including personally sourcing and closing hard-to-find talent.
Experience recruiting within software, hardware, AI, robotics, autonomy, defence, aerospace, engineering or another technically complex environment.
A strong track record of proactive sourcing, talent mapping and building outbound pipelines in competitive US markets.
Excellent stakeholder management skills and the confidence to advise and challenge hiring managers.
Experience using structured, evidence-based interviewing and assessment.
Strong candidate management and closing skills, including the ability to manage competing offers, compensation expectations and decision timelines.
A data-driven approach to recruiting and pipeline management.
High ownership, sound judgement and the ability to operate effectively in a fast-moving, ambiguous environment.
A bar-raising mindset, with the ability to protect hiring quality while moving quickly.
Comfort operating in environments where security, confidentiality, discretion and mission alignment matter.

Nice To Haves

Experience recruiting within defense, aerospace, autonomy, robotics or deep tech.
Experience hiring across US defense, federal, dual-use, national security or government-adjacent talent markets.
Familiarity with cleared talent, security clearance considerations or US citizen-only hiring requirements.
Experience with WHO methodology, MOCs, scorecards or similar structured hiring frameworks.
Experience supporting senior, executive or confidential searches.
Experience improving recruiting processes, ATS workflows or hiring-manager capability.
Experience coaching other recruiters or acting as a player-coach in a scaling talent function.

Responsibilities

Own end-to-end recruitment for priority technical and mission-critical roles across the US.
Build proactive pipelines through direct sourcing, market mapping, referrals and targeted outreach.
Partner with hiring managers and senior leaders to understand hiring priorities and translate them into effective search strategies.
Define role outcomes, competencies, scorecards and structured interview processes.
Assess candidates and provide clear, evidence-based recommendations.
Own the candidate journey from first conversation through offer and close.
Build close plans for finalists, including motivators, risks, counter-strategy, compensation alignment and decision timelines.
Use recruiting data and market insight to improve pipeline quality, conversion and hiring outcomes.
Support senior, executive and confidential searches when required.
Help improve our recruiting processes, tools and ways of working as UFORCE continues to scale.
Coach hiring managers and recruiting partners on sourcing quality, interview discipline, evidence capture and structured debriefs.
Help create repeatable recruiting playbooks, outreach approaches, scorecards and pipeline cadences for high-priority US hiring.