Technical Recruiter (Open to Hardware Engineers Transitioning into Recruiting)

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 year of professional experience performing engineering or hands-on technical work in a hardware-related field.
• Exceptional technical judgment. You can look at an engineering portfolio for a few seconds and usually tell whether the candidate is worth advancing.
• Strong technical depth in mechanical engineering, electrical engineering, or both.
• Strong understanding of the engineering talent market and what differentiates exceptional engineers from average ones.
• Independent judgment and the ability to respectfully challenge hiring managers when necessary.
• Strong judgment of people. You can quickly understand a candidate’s motivations, working style, level of ownership, and likely role fit from limited information, without confusing confidence or polished communication with actual capability.
• Hands-on experience using an applicant tracking system (ATS) to manage candidate pipelines and recruiting workflows.
• Working knowledge of basic U.S. employment compliance, with particular familiarity with California labor and employment requirements relevant to recruiting and hiring.
• Strong communication skills and the ability to operate quickly in an early-stage startup environment.
• This position may involve access to export-controlled technical information. Candidates must be eligible to access such information in accordance with applicable U.S. export control laws.

Strong plus:

• Experience in space, aerospace, defense, robotics, advanced manufacturing, automotive, or another hard-tech industry.
• Experience working at an early-stage startup, particularly at a company from pre-seed through Series B.
• Professional recruiting experience, with hands-on responsibility for sourcing, screening, and managing candidates through the hiring process.

Traditional recruiting experience is helpful, but technical depth and judgment matter more for this role.

Location and Position Type

• Location: Torrance, California
• Position Type: Full-time
• This is an onsite role based at GITAI’s Torrance office and requires working onsite five days per week.
• Being close to the engineering teams is an important part of this role. You are expected to observe how our engineers work, how teams collaborate, and what each team actually needs so you can continuously sharpen your judgment of technical talent and role fit.
• Remote or hybrid work is not available for this position.
• Occasional travel is required for recruiting activities such as university career fairs, campus events, and other talent outreach.

Compensation

The annual base salary range for this position is $95,000 to $125,000. Actual compensation will be determined based on engineering background, demonstrated technical judgment, recruiting experience, knowledge of the engineering talent market, and other job-related factors. This position is also eligible for stock options and company benefits.

Benefits

• Comprehensive Healthcare: 100% paid medical, dental, and vision insurance for employees, with 90% coverage for dependents, plus life insurance
• Retirement Savings: 401(k) plan with a company match
• Paid Time Off: 12 days of paid time off (PTO) and 12 company holidays annually
• Office Perks: Enjoy free snacks and drinks, plus regular social events to foster team spirit

No agency submissions, please.