Technical Recruiter

Icarus•El Segundo, CA

3d•$100,000 - $140,000•Onsite

About The Position

Icarus is seeking a Technical Recruiter to own full-cycle recruiting for engineering and manufacturing roles. This role involves creative sourcing, building deep talent pipelines, writing compelling outreach, and partnering with hiring managers to define and maintain hiring standards. The recruiter will track pipeline KPIs, identify and fix bottlenecks, and close exceptional engineers against competing offers. A key aspect of this role is developing a deep understanding of Icarus' technology to effectively recruit engineers and to define and improve the recruiting function as the company scales. This is a unique opportunity to be the first dedicated recruiter and shape the recruiting process.

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.
Genuine technical curiosity.
Comfort operating without process and building it as you go.
Fluency with data. You 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.

Nice To Haves

You do not need an engineering degree, but you do need to be the kind of person who reads the spec sheet.

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.
Pitch the mission honestly and well.
Develop a deep understanding of what we build, enough to be credible with the engineers you are recruiting.
Improve the recruiting function as you run it.
Define how the recruiting function works as the company scales.