Technical Recruiter

Aurelius Systems•Detroit, MI

2d•$100,000 - $120,000•Hybrid

About The Position

Aurelius Systems is a VC-backed defense tech startup developing autonomous, edge-deployed directed energy systems for counter-UAS. We make laser systems to shot down drones. Our small team includes engineers, former US military operators, and experts, focused on creating the first cost-effective, reliable, and robust laser weapon system. We are growing from approximately 20 to 60 people in the next six months, and every hire is critical. We are seeking a Technical Recruiter to manage full-cycle recruiting for our most challenging engineering roles while also contributing to the development of our recruiting infrastructure. This is a hybrid role where you will be responsible for priority technical searches, including screening, process management, and closing candidates. You will also partner with the Head of Talent to build a scalable hiring process. This role requires more than just coordination or sourcing; it involves driving candidates through the funnel and advancing the funnel itself. You will report to the Head of Talent and collaborate directly with founders and engineering leads. The requisitions will cover software, controls, robotics, electrical, optics, and ML. Success in the first 90 days involves understanding Aurelius's roles, technical profiles, and hiring standards, independently managing screens and processes for at least three priority searches, and establishing a clean Ashby system and a weekly recruiting cadence with the Head of Talent. Within 6-12 months, you will independently manage multiple concurrent searches from initiation to offer acceptance, contribute 2-4 hires per month during active hiring periods, and build strong relationships with hiring managers, earning their trust to run their hiring loops end-to-end. The ideal candidate operates with an extreme bias for action, high ownership, low drop rate, a process-minded approach without being bureaucratic, and is a strong operator comfortable with ambiguity. They exhibit fast follow-through with clean details, clear communication with hiring managers, candidates, and founders, and are comfortable making judgment calls with incomplete information.

Requirements

2 to 5 years in recruiting, ideally with meaningful technical searches under your belt
Experience recruiting deeply technical profiles — hardware, embedded, robotics, controls, optics, ML, or adjacent engineering.
Strong candidate assessment judgment — you can tell the difference between a builder and someone who talks like one
ATS discipline — Ashby, Greenhouse, or similar. You keep systems clean without being asked
Urgency — you move candidates and decisions forward instead of letting process drift
Comfort with ambiguity, changing priorities, and building process while running it
High ownership and low drop rate. Details don't slip
Technical recruiting at defense tech, robotics, hardware, or deeptech startups.
Agency recruiting where you owned technical searches end to end.
In-house recruiting at Series A to Series C companies where you ran multiple reqs at once without a coordinator underneath you.
You've closed hard technical hires that other recruiters couldn't.
You've built process at a small company that made hiring measurably faster.
You'd rather run five searches well than ten searches poorly.

Nice To Haves

Ashby ATS experience
Defense, national security, or ITAR-sensitive recruiting background
Startup or high-growth company experience
Recruiting operations, reporting cadences, or process documentation ownership
Experience recruiting alongside a founder-led hiring bar

Responsibilities

Full-cycle recruiting on priority technical searches — screens, process management, references, offer coordination
Candidate qualification and assessment against role requirements, working closely with hiring managers
Onsite operations: scheduling, travel logistics, invites, candidate-facing communication, tracker hygiene
Ashby as the single source of truth — clean stages, scorecards, archive hygiene, follow-ups
Process discipline — same-day debrief cadences after onsites, no candidates stalling in the funnel
Onboarding coordination handoff for new hires
Recruiting workflow improvements — templates, reminders, operating cadences, documentation
Pipeline reporting — weekly syncs, quarterly tracking, sourced vs. inbound, stage conversion, bottlenecks