Senior Technical Recruiter

Location: Playa Vista, California (On-site, Full-Time)

Outpost is pioneering Earth return logistics for space. We're building vehicles that can return payloads from orbit safely and precisely - enabling faster space-based manufacturing, global delivery, and entirely new capabilities in the space economy. Our spacecraft is already backed by the U.S. government with multiple missions ahead. We’re a mission-focused team, building with urgency, grit, and care for the work we do and the people we do it with.

You’ll own full-cycle recruiting for high-impact technical roles across hardware and software. You’ll partner directly with engineering and operations leadership to forecast headcount, build proactive pipelines, drive a crisp interview process, and close top talent. This is a role for a recruiter who is equally strong at sourcing and stakeholder partnership, and who enjoys rolling up their sleeves in a fast, build-heavy environment.

Own full-cycle recruiting: intake/kickoff, JD calibration, sourcing, screening, interview coordination, offers, and pre-onboarding.

Build and maintain pipelines for technical roles (e.g., mechanical, GNC/controls, avionics/embedded, software, manufacturing & test technicians, integration).

Partner closely with hiring managers to define profiles, design structured interview scorecards, train interviewers, and run consistent debriefs.

Drive top-of-funnel sourcing via LinkedIn Recruiter, referrals, targeted communities, and events; experiment with niche channels for aerospace talent.

Maintain rigorous ATS processes (e.g., Greenhouse): accurate stages, tags, and weekly pipeline reporting.

Calibrate compensation with Finance/Operations; prepare offer packages (base/equity/bonus), manage exceptions, and close candidates against competitive offers.

Craft compelling outreach, support local events/university touchpoints, and activate referral campaigns.

Uphold export-control/ITAR/EAR screening steps in the hiring workflow; ensure compliant documentation and comms.

Track and improve pipeline metrics (time-to-hire, onsite-to-offer, pass-through rates) and drive continuous process improvements.

Support non-technical recruiting efforts (operations, marketing, IT, finance, etc) as needed.