Technical Recruiter

About the Role

Aurelius Systems is a VC-backed defense tech startup developing autonomous, edge-deployed directed energy systems for counter-UAS. We're scaling from ~20 to 60 people in the next six months and need a Technical Recruiter to run full-cycle recruiting on our hardest engineering searches while building the recruiting machine underneath. This hybrid role will own priority technical searches—screens, process, and closing—and partner with the Head of Talent to scale hiring operations.

You'll report to the Head of Talent and work directly with founders and engineering leads, managing reqs spanning software, controls, robotics, electrical, optics, and ML.

Responsibilities

• Full-cycle recruiting on priority technical searches: screens, process management, references, and offer coordination
• Candidate qualification and assessment against role requirements, collaborating closely with hiring managers
• Onsite operations: scheduling, travel logistics, candidate communication, and tracker hygiene
• Maintain Ashby as the single source of truth: clean stages, scorecards, archive hygiene, and follow-ups
• Enforce process discipline: same-day debrief cadences after onsites, preventing candidate stalls in the funnel
• Coordinate onboarding handoff for new hires
• Improve recruiting workflows: templates, reminders, operating cadences, and documentation
• Pipeline reporting: weekly syncs, quarterly tracking, sourced vs. inbound metrics, and bottleneck analysis

Requirements

• 2 to 5 years in recruiting, with experience in technical searches (hardware, embedded, robotics, controls, optics, ML, or adjacent engineering)
• Strong candidate assessment judgment—ability to distinguish builders from those who only talk like them
• ATS discipline (Ashby, Greenhouse, or similar); proactively maintains clean systems
• Urgency in moving candidates and decisions forward, avoiding process drift
• Comfort with ambiguity, changing priorities, and building process while executing
• High ownership and low drop rate; attention to detail

Ideal Background

• Technical recruiting at defense tech, robotics, hardware, or deeptech startups
• Agency recruiting with end-to-end ownership of technical searches
• In-house recruiting at Series A to Series C companies, managing multiple reqs without a coordinator

Not a fit if: Your experience is high-volume non-technical recruiting (retail, hospitality, ops), you’ve only worked in large recruiting orgs with coordinators handling process, or you require a fully-built playbook to execute.

Nice to Haves

• Ashby ATS experience
• Defense, national security, or ITAR-sensitive recruiting background
• Startup or high-growth company experience
• Recruiting operations, reporting cadences, or process documentation ownership
• Experience recruiting alongside a founder-led hiring bar

Success Metrics

• First 90 days: Master Aurelius’s roles, technical profiles, and hiring bar. Independently manage screens and process for at least three priority searches. Clean Ashby data and establish a weekly recruiting cadence with the Head of Talent.
• 6–12 months: Own multiple concurrent searches from kickoff to accepted offer. Contribute 2–4 hires per month during active hiring. Build trusted relationships with hiring managers to run loops end-to-end.

Work Style

• Extreme bias for action
• High ownership and low drop rate
• Process-minded without bureaucracy
• Strong operator under ambiguity
• Fast follow-through with clean detail
• Clear communicator with hiring managers, candidates, and founders
• Comfortable making judgment calls with imperfect information

Why Join

• Build the recruiting machine at a company where hiring quality directly shapes company quality
• Design systems, run process, and close critical hires with founder exposure
• Career velocity: broad role with direct impact on hiring strategy and operations

Schedule

Monday through Friday, 9 AM to 6 PM, with occasional Saturdays and evenings as needed to support engineering, development, and operations.

Benefits

• Competitive salary + equity
• Medical, dental, and vision coverage
• PTO + sick days
• Daily lunches and office snacks/drinks
• Direct access to leadership
• Real ownership over systems, process, and hiring outcomes