Technical Recruiter (Fixed-Term)

Gitai•Los Angeles, CA

3d•Onsite

About The Position

We are looking for a hands-on Technical Recruiter to help us hire strong engineers as we continue to grow. Your primary focus will be recruiting Mechanical and Electrical Engineers. This role requires active sourcing and outreach, not just managing inbound applications. You should be comfortable finding strong technical candidates, reaching out directly, and working closely with our engineering leaders to move the right people through the hiring process quickly.

Requirements

Bachelor’s degree required
At least 1 year of experience at a VC-backed startup at Series B or earlier
Strong experience sourcing and recruiting Mechanical and/or Electrical Engineers
Proven ability to identify and engage passive technical candidates through direct outreach
Experience working directly with technical hiring managers
Strong judgment and confidence to challenge hiring managers when necessary
Able to work independently and move quickly with limited process or structure
Strong written and verbal communication skills
Must be currently authorized to work in the U.S.
Must be a U.S. citizen, lawful U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum, or be eligible to obtain the required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce, as applicable, to conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR).

Nice To Haves

Degree in engineering, science, or another technical field preferred

Responsibilities

Own sourcing and outreach for Mechanical and Electrical Engineering roles
Build candidate pipelines through LinkedIn, direct outreach, referrals, universities, and relevant technical communities
Review applications and conduct initial recruiter screens
Work directly with hiring managers to understand technical hiring needs and candidate profiles
Challenge hiring assumptions, requirements, or evaluation criteria when needed, and provide clear pushback based on candidate quality and market reality
Keep candidates moving through the interview process and maintain clear communication throughout
Help improve sourcing strategies, recruiting processes, and candidate quality