Recruiting Manager

Varda Space Industries•El Segundo, CA

3d•$150,000 - $200,000

About The Position

Varda Low Earth orbit is open for business . Varda is accelerating the development of commercial space infrastructure, from in-orbit pharmaceutical processing to reliable and economical reentry capsules. From life-saving pharmaceuticals to more powerful fiber optics, there is a world of products used on Earth today that can only be manufactured in space. Varda is accelerating innovation in the orbital economy by creating both the products and infrastructure needed so space can directly benefit life on Earth. Our mission is to expand the economic bounds of humankind. Our team is uniquely suited to accomplishing this goal, with leadership and staff comprised of veterans from SpaceX, Blue Origin, major pharmaceutical companies and Silicon Valley. Varda was founded in January 2021 by Will Bruey and Delian Asparouhov with significant backing from world class investors including Khosla Ventures, Lux Capital, Founders Fund, Caffeinated Capital, General Catalyst, and Also Capital. Varda is headquartered in El Segundo, California, where we have offices and a production facility where our vehicles, equipment, and materials are built, integrated, and tested. Varda also has offices in Washington, DC and Huntsville, AL. Join Varda, and work to create a bustling in-space ecosystem. About This Role Varda is building the world’s first space-based manufacturing platform, and hiring is a critical lever in how we scale. We are looking for a Recruiting Manager (Lead) to elevate how recruiting operates by driving clarity, consistency, and performance across a small team of recruiters while continuing to operate as a high-impact individual contributor. This is not a traditional people management role. You will be responsible for how recruiting work gets done, the quality and speed of output, and mentoring the team to perform at a high level. You will operate in a player-coach model, owning your own requisitions while ensuring the broader team is delivering. You will also be part of a Recruiting leadership group, working in close partnership with other Recruiting Managers and People leadership to drive alignment, consistency, and overall hiring performance across the company.

Requirements

10+ years of technical recruiting experience (strong IC foundation)
Experience recruiting for software and/or hardware-centric engineering roles
Demonstrated ability to operate beyond execution driving strategy, process, and outcomes
Experience mentoring or leading other recruiters (formally or informally)
Strong technical fluency; able to engage credibly with engineering candidates and leaders
Proven ability to manage multiple complex searches in fast-paced environments

Nice To Haves

Experience in aerospace, defense, robotics, or deep tech environments
Experience operating in a player-coach or lead capacity
Familiarity with recruiting metrics, funnel diagnostics, and performance tracking
Experience improving recruiting processes or systems at scale

Responsibilities

Lead day-to-day execution across a team of 2–4 recruiting professionals
Set the standard for how recruiting is done (speed, quality, candidate experience)
Drive consistency across roles, pipelines, and hiring manager partnerships
Mentor recruiters through real-time coaching, feedback, and calibration
Step in where needed to unblock, stabilize, or accelerate searches
Own hiring outcomes across your area—not just individual requisitions
Personally manage 4–8 requisitions, depending on role complexity and business needs
Ensure roles are progressing against expectations (e.g., 65-day time-to-fill)
Diagnose and address gaps in funnel health, conversion, and pipeline quality
Partner closely with hiring managers to align on profiles, process, and expectations
Take on the most complex, high-priority, or at-risk searches
Act as a thought partner and operator to technical and business leaders
Set clear expectations on process, timelines, and candidate quality
Push back when needed to maintain hiring standards and velocity
Improve decision-making through structured interviews and feedback loops
Drive improvements to recruiting processes to increase speed, quality, and predictability
Ensure disciplined use of systems (Greenhouse, reporting, interview workflows)
Identify and implement high-leverage improvements (e.g., panel design, feedback cycles, sourcing strategies)
Use data to inform decisions and correct course quickly
Maintain strong knowledge of technical talent markets (especially software + deep tech)
Guide sourcing strategy and competitive positioning
Support offer strategy and closing for high-priority hires