Hypersonica - Senior Technical Recruiter
Requirements
• Senior technical recruiter, full life cycle, with a track record of filling genuinely hard technical roles • You have experience recruiting in defence or a closely related high trust environment such as aerospace, space, advanced manufacturing, autonomy, or deep tech hardware • You understand the realities of secure hiring, export controls, and discretion, and you can operate professionally around sensitive programmes • You’ve worked in a high growth startup environment before, ideally Series A or similar, and you enjoy the pace and the lack of safety rails • You treat recruiting as a strategic function, not an admin service, and you’re comfortable challenging briefs and sharpening the bar • You can take a messy need and turn it into a crisp role, clear success outcomes with scorecards • You can proactively source top tier talent and build pipelines, not just manage inbound applicants • You communicate directly, move fast, and you like being accountable for outcomes • You care about signal and craft and you do not push “good enough” through a process
Responsibilities
• Work directly with the Head of Talent day to day, with close access to the CEO, CTO, and technical heads • Own hiring in Germany end to end, from role definition and sourcing through to closing and signed offers • Turn senior leadership priorities into a capability based hiring plan and sequencing that matches delivery reality • Partner with hiring managers to define what “great” looks like, set the bar, and build structured interview loops and scorecards • Build targeted sourcing strategies for top tier engineers and operators across our core disciplines, with a focus on defence grade talent • Run tight pipeline management in Lever, keeping data clean, stages meaningful, and momentum high • Drive a fast, high signal candidate experience with clear comms, short loops, and decisive feedback • Bring market intelligence back to leadership on availability, compensation, competing offers, and how to win in the German market • Protect talent density by calibrating relentlessly, referencing properly, and holding the line on quality • Improve the system over time, talent maps, sourcing playbooks, referral motion, and post hire retrospectives so UK recruiting compounds every month
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