Technical Recruiter

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 and operators who want broad ownership, can work across disciplines, and are willing to stay close to the hardware until the mission succeeds.

Your Mission

We are looking for a hands-on Technical Recruiter to help us hire strong engineers as we continue to grow. Your primary focus will be recruiting Mechanical and Electrical Engineers. This role requires active sourcing and outreach, not just managing inbound applications. You should be comfortable finding strong technical candidates, reaching out directly, and working closely with our engineering leaders to move the right people through the hiring process quickly.

Requirements

• Own sourcing and outreach for Mechanical and Electrical Engineering roles
• Build candidate pipelines through LinkedIn, direct outreach, referrals, universities, and relevant technical communities
• Review applications and conduct initial recruiter screens
• Work directly with hiring managers to understand technical hiring needs and candidate profiles
• Challenge hiring assumptions, requirements, or evaluation criteria when needed, and provide clear pushback based on candidate quality and market reality
• Keep candidates moving through the interview process and maintain clear communication throughout
• Help improve sourcing strategies, recruiting processes, and candidate quality

Qualifications