Technical Recruiter (Open to Hardware Engineers Transitioning into Recruiting)

Who We Are GITAI is a vertically integrated space and defense company building the next generation of hardware for low-Earth-orbit missions. At our core is the space robotics technology that has defined GITAI from the beginning. A small, highly capable engineering team applies that foundation across satellite buses, in-orbit servicing robotics, and mission hardware for applications such as Earth observation. Today, a major focus of our work is supporting U.S. national security missions, particularly through proliferated LEO satellite constellations and other next-generation space systems. We design, build, integrate, and test much of our hardware in-house. Electrical, mechanical, software, manufacturing, integration, and test teams work closely together, allowing a small team to own complete systems rather than isolated components. This vertical integration helps us move quickly, learn directly from hardware, and shorten the path from architecture to a working system. We are still early. The systems, the company, and the market are all being built at the same time. Requirements change, technical problems are often ambiguous, and many answers do not yet exist. We are looking for exceptional engineers who want broad ownership, can work across disciplines, and are willing to stay close to the hardware until the mission succeeds. Your Mission Expand GITAI’s technical recruiting bandwidth without lowering the technical bar. Today, much of our first-pass technical screening is performed directly by the Head of HR. Your job is to scale that capability. You should be able to look at an engineering portfolio, CAD, PCB work, hardware photos, test results, or other technical artifacts and quickly tell who is worth advancing and where they may fit within GITAI. This requires real engineering judgment, not resume keyword matching. You will also bring an independent view of the engineering talent market and respectfully challenge hiring managers when the evidence points in a different direction. What You’ll Drive This role is intentionally open to hardware engineers who want to transition into recruiting. Prior recruiting experience is a plus, not a requirement. Review engineering portfolios and identify the candidates who should move forward. You should be able to look at actual project work, CAD, PCB designs, hardware photos, test results, and other technical artifacts and form a strong judgment within seconds. Understand what a candidate actually designed, built, tested, and owned, rather than relying on job titles or resume descriptions. Distinguish genuine hands-on engineering depth from polished presentation or work primarily performed by a larger team. Identify where a candidate’s demonstrated technical strengths fit within GITAI’s mechanical, electrical, avionics, propulsion, manufacturing, robotics, and other engineering roles. Build enough technical context to make screening decisions independently, without repeatedly relying on engineers to review candidates for you. Protect engineering time by sending candidates into technical assessment only when there is strong evidence that they are worth the team’s attention. Learn from the engineering teams, their work, and hiring outcomes, and continuously improve your own technical judgment rather than outsourcing that judgment back to hiring managers. Build a deep understanding of the engineering talent market and identify strong candidates that conventional resume screening may miss. Bring independent judgment to hiring discussions and respectfully challenge hiring managers when technical or market evidence supports a different conclusion. Apply a consistent, evidence-based technical screening standard across candidates and help GITAI maintain a high hiring bar as application volume grows. What We’re Looking For Bachelor’s degree or higher in Mechanical Engineering, Electrical Engineering, Aerospace Engineering, Robotics Engineering, or a closely related engineering field. At least 1 y…