About This Role
This technical recruiter position involves running a full desk, focusing on sourcing, screening, interviewing, and onboarding top talent for mission-critical positions. You will represent SpaceX with professionalism and enthusiasm, working collaboratively within teams while also demonstrating a high degree of autonomy.
Responsibilities
- Meet with client groups to discuss headcount, new requisitions, hiring strategy, and interview feedback, acting as a partner
- Screen candidates who apply to requisitions
- Source candidates, often those not actively looking
- Discuss screened candidates with client groups and recommend top candidates for interviews
- Give tours to candidates before their onsite interviews
- Attend interviews alongside client groups to evaluate candidates
- Initiate the offer process for approved candidates, including background checks, negotiating offer packages, and extending offer letters
- Coordinate the candidate experience for multiple candidates coming onsite for interviews
- Fill the candidate pipeline by screening and sourcing candidates
Requirements
- Bachelor’s degree and 1+ years of recruiting experience; or associate degree and 2+ years of experience; or 3+ years of professional experience as a recruiter in lieu of a degree
Nice to have:
- 2+ years of technical recruiting experience
- 2+ years of SGA recruiting experience
- Experience with in-house recruiting
- Experience with high volume recruiting
- Experience recruiting electrical, mechanical, and aerospace engineers
- Experience recruiting skilled labor
- Strong tenure with demonstrated success in recruiting roles
- Full life cycle recruiting experience, from sourcing to closing
- Comfort with reviewing, evaluating, and reporting on recruiting data
- Ability to distinguish between the top 50% and the top 5% of talent within their respective fields
- Demonstrated expertise in non-standard recruiting methods: cold calling candidates and companies, organizing and executing ad hoc networking events, identifying industry experts and finding unique methods to engage with them, creating unique targeted sourcing campaigns, etc.
- Comfortable interfacing directly with hiring managers including director and VP level technical leaders
- Ability to build strong relationships with both hiring managers and candidates
- Ability to accurately present but not oversell candidates to client groups; influence decisions by acting as the subject matter expert on talent but avoid dictating client decisions
- Ability to multi-task and operate with little direction while still being an active team member
