Technical Recruiter (Open to Hardware Engineers Transitioning into Recruiting)

GITAI•Los Angeles, CA

1d•$95,000 - $125,000•Onsite

About The Position

GITAI is seeking a Technical Recruiter to expand its technical recruiting capabilities without compromising its high technical standards. The primary responsibility is to scale the first-pass technical screening process, which is currently handled by the Head of HR. This role requires strong engineering judgment to evaluate technical artifacts like portfolios, CAD designs, hardware photos, and test results to determine candidate suitability and potential fit within the company. The Technical Recruiter will also provide an independent perspective on the engineering talent market and challenge hiring managers when necessary. This position is open to hardware engineers looking to transition into recruiting, with prior recruiting experience being a plus but not a requirement.

Requirements

Bachelor’s degree or higher in Mechanical Engineering, Electrical Engineering, Aerospace Engineering, Robotics Engineering, or a closely related engineering field.
At least 1 year of professional experience performing engineering or hands-on technical work in a hardware-related field.
Exceptional technical judgment: ability to look at an engineering portfolio for a few seconds and usually tell whether the candidate is worth advancing.
Strong technical depth in mechanical engineering, electrical engineering, or both.
Strong understanding of the engineering talent market and what differentiates exceptional engineers from average ones.
Independent judgment and the ability to respectfully challenge hiring managers when necessary.
Strong judgment of people: ability to quickly understand a candidate’s motivations, working style, level of ownership, and likely role fit from limited information.
Hands-on experience using an applicant tracking system (ATS) to manage candidate pipelines and recruiting workflows.
Working knowledge of basic U.S. employment compliance, with particular familiarity with California labor and employment requirements relevant to recruiting and hiring.
Strong communication skills.
Eligibility to access export-controlled technical information in accordance with applicable U.S. export control laws (e.g., U.S. citizen, lawful permanent resident, etc.).

Nice To Haves

Prior recruiting experience.
Experience in space, aerospace, defense, robotics, advanced manufacturing, automotive, or another hard-tech industry.
Experience working at an early-stage startup, particularly at a company from pre-seed through Series B.
Professional recruiting experience, with hands-on responsibility for sourcing, screening, and managing candidates through the hiring process.

Responsibilities

Review engineering portfolios and identify candidates who should move forward, forming a strong judgment within seconds by examining project work, CAD, PCB designs, hardware photos, test results, and other technical artifacts.
Understand what a candidate has actually designed, built, tested, and owned, rather than relying solely on job titles or resume descriptions.
Distinguish genuine hands-on engineering depth from polished presentations or work primarily done by a larger team.
Identify where a candidate’s demonstrated technical strengths fit within GITAI’s mechanical, electrical, avionics, propulsion, manufacturing, robotics, and other engineering roles.
Build sufficient technical context to make independent screening decisions, reducing reliance on engineers for candidate reviews.
Protect engineering time by only sending candidates to technical assessment when there is strong evidence of their worth.
Learn from engineering teams, their work, and hiring outcomes to continuously improve technical judgment.
Build a deep understanding of the engineering talent market to identify strong candidates missed by conventional screening methods.
Bring independent judgment to hiring discussions and respectfully challenge hiring managers when technical or market evidence suggests a different conclusion.
Apply a consistent, evidence-based technical screening standard across candidates to maintain a high hiring bar as application volume grows.
Manage candidate pipelines and recruiting workflows using an applicant tracking system (ATS).
Operate quickly in an early-stage startup environment.
Travel occasionally for recruiting activities such as university career fairs, campus events, and other talent outreach.