Technical Recruiter

Power the future of Space at Star Catcher

Star Catcher is powering the future of space by building the world’s first orbital energy grid: the Star Catcher Network.

Spacecraft connect into the Star Catcher Network and receive conditioned energy via their existing solar arrays, requiring no retrofit to utilize the first true space-based infrastructure.

The Star Catcher Network provides power as needed from tens of Watts to tens of thousands of Watts at concentrations from fractions of a Sun of flux to ten Suns of flux.

The Star Catcher Network enables More Uptime, More Bandwidth, and More Mission.

Join our team of experienced and passionate space innovators driven to transform and expand humanity’s utilization of space.

The creation of space-based power infrastructure is as impactful for space missions in the 2020’s and 2030’s as the advent of low-cost launch services was in the 2010’s.

We seek individuals who share our passion for enabling people to do more in space and are not afraid to get their hands dirty to make our vision of the future reality.

Star Catcher Industries, Inc., located in Jacksonville, FL, has an opportunity for a Technical Recruiter, who will be the critical first point of contact for our talent pipeline.

This role will champion our internal hiring strategies by creatively sourcing passive candidates, conducting rigorous screening interviews, and evaluating technical and cultural alignment against defined performance criteria, serving as a compelling ambassador for our mission among prospective hires.

Working closely with Star Catcher leadership this role will help build a world-class engineering team by driving our recruitment pipeline forward moving with speed, accuracy, and care.

• End-to-End Recruitment Ownership: Drive the full hiring lifecycle for a diverse portfolio of roles across all technical and non-technical business units, ensuring seamless execution from intake to offer acceptance.
• Strategic Stakeholder Partnership: Collaborate closely with hiring managers to dissect role requirements, build structured candidate evaluation criteria, and design efficient, equitable interview loops.
• Structured Feedback Management: Facilitate post-interview debriefs, synthesize evaluation data from interview panels, and ensure all candidate feedback is clearly documented and actionable.