Manager, Flight Controls & GNC
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
Thus we need to decide which sections to include. The posting has content for: Role Overview (maybe "About the role"?), What You'll Do (Responsibilities), What You'll Bring (Requirements/Qualifications/Skills), Bonus Experience (maybe Skills?), Who We're Looking For (maybe Skills/Qualities), What We Offer (Benefits). Also there is mention of "Competitive compensation including a robust equity incentive plan." That's compensation but not specific numbers; we should not create Pay section unless posting actually states them. It says "Competitive compensation including a robust equity incentive plan." That's vague but still mentions compensation. However instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state compensation (competitive compensation) and benefits (health, dental, vision, 401k, flexible time off, parental leave, relocation, catered lunches, learning opportunities). So we can include a Benefits section. Pay section maybe not because no specific numbers. So we can omit Pay.
Schedule: not mentioned.
Thus sections: About the role (maybe Role Overview), Responsibilities (What You'll Do), Requirements (What You'll Bring + Bonus Experience + Who We're Looking For?), Skills (maybe part of Requirements). But we need to avoid many thin sections; prefer few substantive sections. Could combine Requirements and Skills into one "Requirements" section. Could also have "Benefits". Could also have "About the role". Let's think.
We need to use
for section headings. Use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information. So we need to include details from each bullet.
We must not invent or summarize away detail. So we need to keep specifics like "Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface." etc.
We need to format as HTML.
We need to strip boilerplate: Equal Opportunity Employer lines etc.
We need to not include duplicated lines.
Let's extract content.
First paragraph: At REGENT, we’re on a mission to revolutionize regional transportation between coastal cities. We're not just building vehicles, we're creating a new category of transportation: the Seaglider. These groundbreaking wing-in-ground-effect craft travel just above the water’s surface, combining the speed of an airplane with the low operating costs of a boat. Capable of 180 miles at 180 mph on today's battery tech (and up to 400 miles with next-gen batteries), Seagliders will unlock fast, affordable, and sustainable coastal transit for passengers and cargo - connecting cities, islands, and communities like never before. Backed by leading investors and powered by a team of passionate, forward-thinking engineers, builders, and operators, we’re now scaling from a breakthrough prototype to full production - and building the team to make it happen.
That's about the company; could be part of "About the role" or maybe not needed? The instructions: we should preserve ALL substantive information. So we need to include that somewhere. Could be in an introductory
before sections. That's allowed.
Then "Role Overview" heading (but we should not repeat job title). We'll treat "Role Overview" as a section heading maybe "About the role". We'll output
About the role
then prose summarizing the role overview.
Role Overview content: "We're looking for a Manager, Flight Controls & GNC to lead and grow the group that decides how a Seaglider is controlled from dock to dock: floating, foiling, and flying in ground effect. Three connected areas, across every REGENT vehicle program: Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface. Control laws and mode management: the control laws for each regime, the transitions between them, and the mode logic that decides which is active and when. Sensors, inceptors, and input selection: the navigation and air-data sensor suite, pilot inceptors and throttles, and the selection and monitoring logic that decides which inputs the vehicle trusts. You'll do this across multiple vehicle programs at once: a full-scale prototype in flight test today, and our first certified production vehicle, where the control system carries the highest design assurance level on the vehicle. You'll be in the models and on console while you build the team that owns each area. If you've developed control laws that flew, led controls engineers, and you're looking for a control problem nobody has solved yet, you’ll be in the right place!"
We need to preserve that.
Then "What You'll Do" section: Build and develop the team... etc. We'll make a Responsibilities section.
We need to turn each bullet into - . The content is a paragraph with sentences separated by periods. Could treat each sentence as a list item? The instruction: Use
- for any list of duties/requirements/benefits. The posting has a list of duties separated by periods but not explicitly bullet list. We could still convert each duty into a list item for clarity. However we must preserve all substantive information; converting to list items is fine as long as we don't lose info. We'll produce
- for each duty.
Duties:
- Build and develop the team. Lead and develop the strong team already in place while growing it to meet what’s ahead. Identify the structure, capabilities, and additional expertise the group needs; hire thoughtfully to fill those gaps; and create clear ownership and high standards that help the team grow in both scope and impact.
- Stay hands-on where it counts. Review the control models, analyses, and generated code your team ships, and rework them when that's what the next flight calls for. This part of the job will shrink as the team grows, but note that it does not shrink to zero.
- Own the controls release train into flight test. Decide what clears to the vehicle, be on console when it flies, and turn a test day into a tuning decision before the next one.
- Carry the production control system to certifiable. Work with our certification team to define the design basis, the evidence plan, and the pathway from prototype control laws to a production system at the highest assurance level.
- Establish common controls tooling across vehicles. Shape how we do modeling, model-based verification, code generation, and qualified tools so control laws for a new vehicle start from a shared foundation rather than a blank model.
- Match rigor to criticality. Certification-grade evidence on the production path, fast iteration where flight test is the teacher, and the judgment to know which is which on a given week.
- Integrate across the vehicle. Partner with simulation, autonomy, embedded, aero, systems engineering, and test so the control system lands as one coherent contribution rather than four disconnected ones.
That seems comprehensive.
Now "What You'll Bring": we need Requirements/Skills.
Content:
- Demonstrated leadership in flight controls, GNC, or an adjacent vehicle-controls discipline, with experience leading technical teams, setting direction, developing engineers, and growing teams through thoughtful hiring.
- A track record of taking control laws from development through flight. You’ve personally worked through the simulate, fly, analyze, and retune loop on a real air vehicle, including prototype first flight or flight-test campaigns, and understand what it takes to turn analysis into something you’re ready to clear for flight.
- Ownership of technical delivery. You’ve been accountable for what your team delivers and clears to flight, translating technical work into test milestones, making difficult tradeoffs, and working through both technical and team challenges along the way.
- Deep expertise in at least one of our core controls areas, with strong systems-level fluency across the others. You can set technical direction, ask the right questions, and credibly review work outside your deepest area of expertise.
- Strong hands-on controls and model-based development capability, including MATLAB/Simulink for control design, modeling, simulation, and analysis. You’re comfortable getting into the models yourself, not only reviewing the work of others.
- Experience with flight controls analysis, optimization, and system identification tools and methods. Familiarity with CONDUIT and CIFER is especially valuable given the team’s existing toolchain.
- Real-world flight test judgment. You’ve supported flight test on console and can assess data, understand vehicle behavior, and make sound technical recommendations—including when a controls change is or isn’t ready to fly.
Then "Bonus Experience": Additional experience that could strengthen the team includes safety-critical flight controls and certification (DO-178C, ARP4754A, DO-330); model-based or formal verification; autocode and embedded flight software; INS/GNSS fusion and altimetry; height-over-surface estimation; VTOL or multi-regime transition control; handling qualities; hardware-in-the-loop testing; novel vehicle or maritime certification; and scaling a controls function in a startup environment.
We could treat Bonus Experience as part of Requirements or Skills, maybe as a separate subsection but we want few sections. Could incorporate into Requirements as additional bullet points.
Then "Who We're Looking For": Collaborative Technical Leader, Hands-On Leader, Calm Under Pressure, Builder Mindset. These are more like competencies/qualities. Could be part of Requirements or a separate "Skills" section. Since we want few sections, we could have a "Requirements" section that includes all these bullet points (including Bonus Experience and Who We're Looking For). That would be a long list but okay.
Then "What We Offer": Benefits.
Content:
- Competitive compensation including a robust equity incentive plan.
- Comprehensive health, dental, and vision insurance - we cover 100% of your premiums.
- 401(k) with company matching, so you can plan for the future.
- Generous flexible time off, paid parental leave, and company-wide holiday breaks.
- Relocation packages available for those moving to join our team.
- Daily, free catered lunches
- Learning & professional development opportunities
We need to output Benefits section with
- .
We should not create Pay section; compensation is mentioned but we can include it under Benefits as "Competitive compensation including a robust equity incentive plan." That's okay.
Now we need to ensure we don't include boilerplate like Equal Opportunity Employer etc. Remove that.
Also remove any duplicated lines.
Now produce HTML fragment.
We'll start with an introductory
containing the company mission paragraph.
Then
About the role
with the Role Overview prose (maybe as ).
Then
Responsibilities
with - for each duty.
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include. The posting has content for: Role Overview (maybe "About the role"?), What You'll Do (Responsibilities), What You'll Bring (Requirements/Qualifications/Skills), Bonus Experience (maybe Skills?), Who We're Looking For (maybe Skills/Qualities), What We Offer (Benefits). Also there is mention of "Competitive compensation including a robust equity incentive plan." That's compensation but not specific numbers; we should not create Pay section unless posting actually states them. It says "Competitive compensation including a robust equity incentive plan." That's vague but still mentions compensation. However instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state compensation (competitive compensation) and benefits (health, dental, vision, 401k, flexible time off, parental leave, relocation, catered lunches, learning opportunities). So we can include a Benefits section. Pay section maybe not because no specific numbers. So we can omit Pay. Schedule: not mentioned. Thus sections: About the role (maybe Role Overview), Responsibilities (What You'll Do), Requirements (What You'll Bring + Bonus Experience + Who We're Looking For?), Skills (maybe part of Requirements). But we need to avoid many thin sections; prefer few substantive sections. Could combine Requirements and Skills into one "Requirements" section. Could also have "Benefits". Could also have "About the role". Let's think. We need to use
for section headings. Use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information. So we need to include details from each bullet.
We must not invent or summarize away detail. So we need to keep specifics like "Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface." etc.
We need to format as HTML.
We need to strip boilerplate: Equal Opportunity Employer lines etc.
We need to not include duplicated lines.
Let's extract content.
First paragraph: At REGENT, we’re on a mission to revolutionize regional transportation between coastal cities. We're not just building vehicles, we're creating a new category of transportation: the Seaglider. These groundbreaking wing-in-ground-effect craft travel just above the water’s surface, combining the speed of an airplane with the low operating costs of a boat. Capable of 180 miles at 180 mph on today's battery tech (and up to 400 miles with next-gen batteries), Seagliders will unlock fast, affordable, and sustainable coastal transit for passengers and cargo - connecting cities, islands, and communities like never before. Backed by leading investors and powered by a team of passionate, forward-thinking engineers, builders, and operators, we’re now scaling from a breakthrough prototype to full production - and building the team to make it happen.
That's about the company; could be part of "About the role" or maybe not needed? The instructions: we should preserve ALL substantive information. So we need to include that somewhere. Could be in an introductory
before sections. That's allowed.
Then "Role Overview" heading (but we should not repeat job title). We'll treat "Role Overview" as a section heading maybe "About the role". We'll output
About the role
then prose summarizing the role overview.
Role Overview content: "We're looking for a Manager, Flight Controls & GNC to lead and grow the group that decides how a Seaglider is controlled from dock to dock: floating, foiling, and flying in ground effect. Three connected areas, across every REGENT vehicle program: Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface. Control laws and mode management: the control laws for each regime, the transitions between them, and the mode logic that decides which is active and when. Sensors, inceptors, and input selection: the navigation and air-data sensor suite, pilot inceptors and throttles, and the selection and monitoring logic that decides which inputs the vehicle trusts. You'll do this across multiple vehicle programs at once: a full-scale prototype in flight test today, and our first certified production vehicle, where the control system carries the highest design assurance level on the vehicle. You'll be in the models and on console while you build the team that owns each area. If you've developed control laws that flew, led controls engineers, and you're looking for a control problem nobody has solved yet, you’ll be in the right place!"
We need to preserve that.
Then "What You'll Do" section: Build and develop the team... etc. We'll make a Responsibilities section.
We need to turn each bullet into - . The content is a paragraph with sentences separated by periods. Could treat each sentence as a list item? The instruction: Use
- for any list of duties/requirements/benefits. The posting has a list of duties separated by periods but not explicitly bullet list. We could still convert each duty into a list item for clarity. However we must preserve all substantive information; converting to list items is fine as long as we don't lose info. We'll produce
- for each duty.
Duties:
- Build and develop the team. Lead and develop the strong team already in place while growing it to meet what’s ahead. Identify the structure, capabilities, and additional expertise the group needs; hire thoughtfully to fill those gaps; and create clear ownership and high standards that help the team grow in both scope and impact.
- Stay hands-on where it counts. Review the control models, analyses, and generated code your team ships, and rework them when that's what the next flight calls for. This part of the job will shrink as the team grows, but note that it does not shrink to zero.
- Own the controls release train into flight test. Decide what clears to the vehicle, be on console when it flies, and turn a test day into a tuning decision before the next one.
- Carry the production control system to certifiable. Work with our certification team to define the design basis, the evidence plan, and the pathway from prototype control laws to a production system at the highest assurance level.
- Establish common controls tooling across vehicles. Shape how we do modeling, model-based verification, code generation, and qualified tools so control laws for a new vehicle start from a shared foundation rather than a blank model.
- Match rigor to criticality. Certification-grade evidence on the production path, fast iteration where flight test is the teacher, and the judgment to know which is which on a given week.
- Integrate across the vehicle. Partner with simulation, autonomy, embedded, aero, systems engineering, and test so the control system lands as one coherent contribution rather than four disconnected ones.
That seems comprehensive.
Now "What You'll Bring": we need Requirements/Skills.
Content:
- Demonstrated leadership in flight controls, GNC, or an adjacent vehicle-controls discipline, with experience leading technical teams, setting direction, developing engineers, and growing teams through thoughtful hiring.
- A track record of taking control laws from development through flight. You’ve personally worked through the simulate, fly, analyze, and retune loop on a real air vehicle, including prototype first flight or flight-test campaigns, and understand what it takes to turn analysis into something you’re ready to clear for flight.
- Ownership of technical delivery. You’ve been accountable for what your team delivers and clears to flight, translating technical work into test milestones, making difficult tradeoffs, and working through both technical and team challenges along the way.
- Deep expertise in at least one of our core controls areas, with strong systems-level fluency across the others. You can set technical direction, ask the right questions, and credibly review work outside your deepest area of expertise.
- Strong hands-on controls and model-based development capability, including MATLAB/Simulink for control design, modeling, simulation, and analysis. You’re comfortable getting into the models yourself, not only reviewing the work of others.
- Experience with flight controls analysis, optimization, and system identification tools and methods. Familiarity with CONDUIT and CIFER is especially valuable given the team’s existing toolchain.
- Real-world flight test judgment. You’ve supported flight test on console and can assess data, understand vehicle behavior, and make sound technical recommendations—including when a controls change is or isn’t ready to fly.
Then "Bonus Experience": Additional experience that could strengthen the team includes safety-critical flight controls and certification (DO-178C, ARP4754A, DO-330); model-based or formal verification; autocode and embedded flight software; INS/GNSS fusion and altimetry; height-over-surface estimation; VTOL or multi-regime transition control; handling qualities; hardware-in-the-loop testing; novel vehicle or maritime certification; and scaling a controls function in a startup environment.
We could treat Bonus Experience as part of Requirements or Skills, maybe as a separate subsection but we want few sections. Could incorporate into Requirements as additional bullet points.
Then "Who We're Looking For": Collaborative Technical Leader, Hands-On Leader, Calm Under Pressure, Builder Mindset. These are more like competencies/qualities. Could be part of Requirements or a separate "Skills" section. Since we want few sections, we could have a "Requirements" section that includes all these bullet points (including Bonus Experience and Who We're Looking For). That would be a long list but okay.
Then "What We Offer": Benefits.
Content:
- Competitive compensation including a robust equity incentive plan.
- Comprehensive health, dental, and vision insurance - we cover 100% of your premiums.
- 401(k) with company matching, so you can plan for the future.
- Generous flexible time off, paid parental leave, and company-wide holiday breaks.
- Relocation packages available for those moving to join our team.
- Daily, free catered lunches
- Learning & professional development opportunities
We need to output Benefits section with
- .
We should not create Pay section; compensation is mentioned but we can include it under Benefits as "Competitive compensation including a robust equity incentive plan." That's okay.
Now we need to ensure we don't include boilerplate like Equal Opportunity Employer etc. Remove that.
Also remove any duplicated lines.
Now produce HTML fragment.
We'll start with an introductory
containing the company mission paragraph.
Then
About the role
with the Role Overview prose (maybe as ).
Then
Responsibilities
with - for each duty.
for prose. We need to preserve all substantive information. So we need to include details from each bullet. We must not invent or summarize away detail. So we need to keep specifics like "Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface." etc. We need to format as HTML. We need to strip boilerplate: Equal Opportunity Employer lines etc. We need to not include duplicated lines. Let's extract content. First paragraph: At REGENT, we’re on a mission to revolutionize regional transportation between coastal cities. We're not just building vehicles, we're creating a new category of transportation: the Seaglider. These groundbreaking wing-in-ground-effect craft travel just above the water’s surface, combining the speed of an airplane with the low operating costs of a boat. Capable of 180 miles at 180 mph on today's battery tech (and up to 400 miles with next-gen batteries), Seagliders will unlock fast, affordable, and sustainable coastal transit for passengers and cargo - connecting cities, islands, and communities like never before. Backed by leading investors and powered by a team of passionate, forward-thinking engineers, builders, and operators, we’re now scaling from a breakthrough prototype to full production - and building the team to make it happen. That's about the company; could be part of "About the role" or maybe not needed? The instructions: we should preserve ALL substantive information. So we need to include that somewhere. Could be in an introductory
before sections. That's allowed. Then "Role Overview" heading (but we should not repeat job title). We'll treat "Role Overview" as a section heading maybe "About the role". We'll output
About the role
then prose summarizing the role overview. Role Overview content: "We're looking for a Manager, Flight Controls & GNC to lead and grow the group that decides how a Seaglider is controlled from dock to dock: floating, foiling, and flying in ground effect. Three connected areas, across every REGENT vehicle program: Guidance and navigation: the autopilot, the layer that turns a route into heading, speed, and altitude commands, state estimation, and height above a moving sea surface. Control laws and mode management: the control laws for each regime, the transitions between them, and the mode logic that decides which is active and when. Sensors, inceptors, and input selection: the navigation and air-data sensor suite, pilot inceptors and throttles, and the selection and monitoring logic that decides which inputs the vehicle trusts. You'll do this across multiple vehicle programs at once: a full-scale prototype in flight test today, and our first certified production vehicle, where the control system carries the highest design assurance level on the vehicle. You'll be in the models and on console while you build the team that owns each area. If you've developed control laws that flew, led controls engineers, and you're looking for a control problem nobody has solved yet, you’ll be in the right place!" We need to preserve that. Then "What You'll Do" section: Build and develop the team... etc. We'll make a Responsibilities section. We need to turn each bullet into- . The content is a paragraph with sentences separated by periods. Could treat each sentence as a list item? The instruction: Use
- for any list of duties/requirements/benefits. The posting has a list of duties separated by periods but not explicitly bullet list. We could still convert each duty into a list item for clarity. However we must preserve all substantive information; converting to list items is fine as long as we don't lose info. We'll produce
- for each duty.
Duties:
- Build and develop the team. Lead and develop the strong team already in place while growing it to meet what’s ahead. Identify the structure, capabilities, and additional expertise the group needs; hire thoughtfully to fill those gaps; and create clear ownership and high standards that help the team grow in both scope and impact.
- Stay hands-on where it counts. Review the control models, analyses, and generated code your team ships, and rework them when that's what the next flight calls for. This part of the job will shrink as the team grows, but note that it does not shrink to zero.
- Own the controls release train into flight test. Decide what clears to the vehicle, be on console when it flies, and turn a test day into a tuning decision before the next one.
- Carry the production control system to certifiable. Work with our certification team to define the design basis, the evidence plan, and the pathway from prototype control laws to a production system at the highest assurance level.
- Establish common controls tooling across vehicles. Shape how we do modeling, model-based verification, code generation, and qualified tools so control laws for a new vehicle start from a shared foundation rather than a blank model.
- Match rigor to criticality. Certification-grade evidence on the production path, fast iteration where flight test is the teacher, and the judgment to know which is which on a given week.
- Integrate across the vehicle. Partner with simulation, autonomy, embedded, aero, systems engineering, and test so the control system lands as one coherent contribution rather than four disconnected ones.
That seems comprehensive.
Now "What You'll Bring": we need Requirements/Skills.
Content:
- Demonstrated leadership in flight controls, GNC, or an adjacent vehicle-controls discipline, with experience leading technical teams, setting direction, developing engineers, and growing teams through thoughtful hiring.
- A track record of taking control laws from development through flight. You’ve personally worked through the simulate, fly, analyze, and retune loop on a real air vehicle, including prototype first flight or flight-test campaigns, and understand what it takes to turn analysis into something you’re ready to clear for flight.
- Ownership of technical delivery. You’ve been accountable for what your team delivers and clears to flight, translating technical work into test milestones, making difficult tradeoffs, and working through both technical and team challenges along the way.
- Deep expertise in at least one of our core controls areas, with strong systems-level fluency across the others. You can set technical direction, ask the right questions, and credibly review work outside your deepest area of expertise.
- Strong hands-on controls and model-based development capability, including MATLAB/Simulink for control design, modeling, simulation, and analysis. You’re comfortable getting into the models yourself, not only reviewing the work of others.
- Experience with flight controls analysis, optimization, and system identification tools and methods. Familiarity with CONDUIT and CIFER is especially valuable given the team’s existing toolchain.
- Real-world flight test judgment. You’ve supported flight test on console and can assess data, understand vehicle behavior, and make sound technical recommendations—including when a controls change is or isn’t ready to fly.
Then "Bonus Experience": Additional experience that could strengthen the team includes safety-critical flight controls and certification (DO-178C, ARP4754A, DO-330); model-based or formal verification; autocode and embedded flight software; INS/GNSS fusion and altimetry; height-over-surface estimation; VTOL or multi-regime transition control; handling qualities; hardware-in-the-loop testing; novel vehicle or maritime certification; and scaling a controls function in a startup environment.
We could treat Bonus Experience as part of Requirements or Skills, maybe as a separate subsection but we want few sections. Could incorporate into Requirements as additional bullet points.
Then "Who We're Looking For": Collaborative Technical Leader, Hands-On Leader, Calm Under Pressure, Builder Mindset. These are more like competencies/qualities. Could be part of Requirements or a separate "Skills" section. Since we want few sections, we could have a "Requirements" section that includes all these bullet points (including Bonus Experience and Who We're Looking For). That would be a long list but okay.
Then "What We Offer": Benefits.
Content:
- Competitive compensation including a robust equity incentive plan.
- Comprehensive health, dental, and vision insurance - we cover 100% of your premiums.
- 401(k) with company matching, so you can plan for the future.
- Generous flexible time off, paid parental leave, and company-wide holiday breaks.
- Relocation packages available for those moving to join our team.
- Daily, free catered lunches
- Learning & professional development opportunities
We need to output Benefits section with
- .
We should not create Pay section; compensation is mentioned but we can include it under Benefits as "Competitive compensation including a robust equity incentive plan." That's okay.
Now we need to ensure we don't include boilerplate like Equal Opportunity Employer etc. Remove that.
Also remove any duplicated lines.
Now produce HTML fragment.
We'll start with an introductory
containing the company mission paragraph. Then
About the role
with the Role Overview prose (maybe as). Then
Responsibilities
with- for each duty.
- .
We should not create Pay section; compensation is mentioned but we can include it under Benefits as "Competitive compensation including a robust equity incentive plan." That's okay.
Now we need to ensure we don't include boilerplate like Equal Opportunity Employer etc. Remove that.
Also remove any duplicated lines.
Now produce HTML fragment.
We'll start with an introductory
- for each duty.
Duties:
- Build and develop the team. Lead and develop the strong team already in place while growing it to meet what’s ahead. Identify the structure, capabilities, and additional expertise the group needs; hire thoughtfully to fill those gaps; and create clear ownership and high standards that help the team grow in both scope and impact.
- Stay hands-on where it counts. Review the control models, analyses, and generated code your team ships, and rework them when that's what the next flight calls for. This part of the job will shrink as the team grows, but note that it does not shrink to zero.
- Own the controls release train into flight test. Decide what clears to the vehicle, be on console when it flies, and turn a test day into a tuning decision before the next one.
- Carry the production control system to certifiable. Work with our certification team to define the design basis, the evidence plan, and the pathway from prototype control laws to a production system at the highest assurance level.
- Establish common controls tooling across vehicles. Shape how we do modeling, model-based verification, code generation, and qualified tools so control laws for a new vehicle start from a shared foundation rather than a blank model.
- Match rigor to criticality. Certification-grade evidence on the production path, fast iteration where flight test is the teacher, and the judgment to know which is which on a given week.
- Integrate across the vehicle. Partner with simulation, autonomy, embedded, aero, systems engineering, and test so the control system lands as one coherent contribution rather than four disconnected ones.
That seems comprehensive.
Now "What You'll Bring": we need Requirements/Skills.
Content:
- Demonstrated leadership in flight controls, GNC, or an adjacent vehicle-controls discipline, with experience leading technical teams, setting direction, developing engineers, and growing teams through thoughtful hiring.
- A track record of taking control laws from development through flight. You’ve personally worked through the simulate, fly, analyze, and retune loop on a real air vehicle, including prototype first flight or flight-test campaigns, and understand what it takes to turn analysis into something you’re ready to clear for flight.
- Ownership of technical delivery. You’ve been accountable for what your team delivers and clears to flight, translating technical work into test milestones, making difficult tradeoffs, and working through both technical and team challenges along the way.
- Deep expertise in at least one of our core controls areas, with strong systems-level fluency across the others. You can set technical direction, ask the right questions, and credibly review work outside your deepest area of expertise.
- Strong hands-on controls and model-based development capability, including MATLAB/Simulink for control design, modeling, simulation, and analysis. You’re comfortable getting into the models yourself, not only reviewing the work of others.
- Experience with flight controls analysis, optimization, and system identification tools and methods. Familiarity with CONDUIT and CIFER is especially valuable given the team’s existing toolchain.
- Real-world flight test judgment. You’ve supported flight test on console and can assess data, understand vehicle behavior, and make sound technical recommendations—including when a controls change is or isn’t ready to fly.
Then "Bonus Experience": Additional experience that could strengthen the team includes safety-critical flight controls and certification (DO-178C, ARP4754A, DO-330); model-based or formal verification; autocode and embedded flight software; INS/GNSS fusion and altimetry; height-over-surface estimation; VTOL or multi-regime transition control; handling qualities; hardware-in-the-loop testing; novel vehicle or maritime certification; and scaling a controls function in a startup environment.
We could treat Bonus Experience as part of Requirements or Skills, maybe as a separate subsection but we want few sections. Could incorporate into Requirements as additional bullet points.
Then "Who We're Looking For": Collaborative Technical Leader, Hands-On Leader, Calm Under Pressure, Builder Mindset. These are more like competencies/qualities. Could be part of Requirements or a separate "Skills" section. Since we want few sections, we could have a "Requirements" section that includes all these bullet points (including Bonus Experience and Who We're Looking For). That would be a long list but okay.
Then "What We Offer": Benefits.
Content:
- Competitive compensation including a robust equity incentive plan.
- Comprehensive health, dental, and vision insurance - we cover 100% of your premiums.
- 401(k) with company matching, so you can plan for the future.
- Generous flexible time off, paid parental leave, and company-wide holiday breaks.
- Relocation packages available for those moving to join our team.
- Daily, free catered lunches
- Learning & professional development opportunities
We need to output Benefits section with
- for any list of duties/requirements/benefits. The posting has a list of duties separated by periods but not explicitly bullet list. We could still convert each duty into a list item for clarity. However we must preserve all substantive information; converting to list items is fine as long as we don't lose info. We'll produce