Technical Recruiter

Icarus•El Segundo, CA

4d•$100,000 - $140,000•Onsite

About The Position

Icarus is seeking a Technical Recruiter to own the full-cycle recruiting process for engineering and manufacturing roles. This is a unique opportunity to be the first dedicated recruiter and define the recruiting function as the company scales. The role involves creative sourcing, building candidate pipelines, partnering with hiring managers, managing the recruitment funnel, and closing exceptional engineers. The ideal candidate will have genuine technical curiosity, comfort operating without established processes, fluency with data, and a commitment to feedback and growth. This position is embedded within the engineering and manufacturing teams, requiring an understanding of the company's technology and a focus on technical function.

Requirements

2+ years of full lifecycle technical recruiting experience at a hardware company, or hiring mechanical, electrical, embedded, or software engineers.
Experience owning and managing a high-volume req load.
Demonstrated sourcing ability, with examples of finding, engaging, and closing senior engineers.
Genuine technical curiosity; ability to read spec sheets.
Comfort operating without process and building it as you go.
Fluency with data; ability to track funnel metrics, diagnose bottlenecks, and use numbers to argue for changes.
A serious commitment to feedback and growth.
The drive to perform in a fast-paced, high-intensity environment.
Ability to understand what we build and speak about it accurately.
Full extreme ownership mentality.
Ability to thrive under pressure, learn fast, and solve problems across functions.
Obsession with quality and speed.

Responsibilities

Own full-cycle recruiting for engineering and manufacturing roles, from intake through close.
Source creatively to build a deep pipeline, identifying talent from aerospace, robotics, and hardware companies and continuously growing that network.
Write outreach that senior engineers actually answer, and carry those candidates through the process yourself.
Partner with hiring managers to define what strong looks like before the first screen, and build the scorecards and interview loops that hold that bar.
Own and report the funnel. Track pipeline KPIs, find where candidates fall out, and fix it.
Close exceptional engineers against offers from larger, better-capitalized companies by pitching the mission honestly and well.
Develop a deep understanding of what we build to be credible with engineers.
Improve the recruiting function as you run it, defining how it works as the company scales.