Technical Sourcer

Read this part first

Somewhere out there is a sourcer who is better than their job title says they are. They hit their numbers at a company that never let them talk to a hiring manager. They found the candidate nobody else found and watched a recruiter take the credit. They have been told to be patient, to wait for the next cycle, to earn it.

We are not going to make you wait.

What we do

We build autonomous aircraft and Legion, the software that flies hundreds of them as one coordinated swarm. Series A, backed by Khosla Ventures, and Coatue. We are hiring software engineers and aircraft engineers at the same time, which is hard, and how fast we hire is one of the few things standing between the current aircraft and the next one.

That is not a motivational line. It is the actual constraint. Recruiting is on the critical path here, and you will be able to see your work in the flight schedule.

The job

You own top of funnel for our software engineering roles: backend, frontend, autonomy, forward deployed. You will be reading GitHub profiles, writing outreach that engineers answer, and building searches that keep producing after the obvious names are gone.

Then the interesting part. Inside your first year you move onto the aircraft side: propulsion, structures, avionics, manufacturing, production. Almost nobody sources both. The people who can are rare enough that it changes what your career looks like from that point forward. We will teach you, and you will be bad at it for a while, and then you will not be.

What you get here that you did not get there

• Your own reqs, early, with your name on the outcome
• Hiring managers in the same building, not behind an intake form
• The freedom to change the message when it is not working, without asking three people first
• Someone who runs sourcing searches themselves every day and will look at your search strings with you
• A skill set at the end of two years that maybe a few hundred people in the country have

What we need from you

• 1+ years of sourcing or recruiting, most of it in software engineering
• A hire you are proud of, one nobody else was going to find, and the ability to walk us through exactly how you found them
• A high tolerance for silence, because most of your outreach will go unanswered and the job is making the next message better anyway
• Real curiosity about how aircraft get built, or at least the honesty to say you find it interesting and want in
• Writing that sounds like a person, since your entire work product is text a stranger decides to open or delete
• Clean data habits, because our reporting goes to the CEO and it needs to be right

What we do not need

Ten years of experience. A recruiting pedigree. A degree in anything specific. Permission from your current manager to be good at this.

The honest version

The pace is uncomfortable. You will be asked to fill roles you do not understand yet, and the answer will usually be to go learn them rather than to wait for a briefing.

If you want a clear ladder and a quiet quarter, this is the wrong job. If you have been waiting for someone to hand you something real, this is the shot.

ITAR requirement

To conform to U.S. Government export regulations, applicant must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State.

What We Offer

• Meaningful equity in a high-growth defense technology company
• Competitive base salary commensurate with experience
• Medical, dental, vision, and 401k
• PTO and paid sick leave
• Monthly wellness stipend
• Daily catered lunch (office)
• Paid parental leave
• Direct impact on a critical national security mission
• A world-class team of engineers and operators solving genuinely hard problems