Head of Talent AcquisitionAbout the RoleThe Head of Talent Acquisition at Cowboy Space Corporation will operationally own Talent Acquisition across the company. This is a highly hands-on player-coach leadership role responsible for driving recruiting execution, recruiting operations, executive hiring, hiring process rigor, recruiting analytics, and recruiting team/vendor management during a period of rapid organizational growth.
Reporting to the Head of People, this individual will lead day-to-day Talent Acquisition operations while directly supporting critical hiring efforts across engineering, manufacturing, operational, and business functions. The role will oversee recruiting infrastructure, external recruiting partnerships, and the continued development of internal recruiting capability as the company scales.
This role is ideal for someone who enjoys building recruiting systems and operational rigor while remaining deeply engaged in high-impact and difficult-to-fill hiring efforts.
This role can be located in San Carlos or Seattle.Key ResponsibilitiesRecruiting Leadership & Execution- Own full-cycle recruiting for technical, manufacturing, operational, executive, and business-critical roles
- Carry an active req load while directly supporting the company's most critical and high-priority hiring efforts
- Lead executive and senior-level recruiting efforts across technical, operational, and business functions
- Partner closely with executives, leadership, and hiring managers to:
- Define hiring needs in ambiguous or evolving problem spaces
- Calibrate hiring requirements and interview expectations
- Prioritize hiring based on company milestones and timelines
- Improve hiring decision-making and interview rigor
- Drive accountability throughout the hiring process
- Develop targeted sourcing and outreach strategies for senior and difficult-to-fill leadership roles
- Ensure rigor, confidentiality, and exceptional candidate experience throughout executive search processes
Talent Acquisition Operations & Infrastructure- Operationally own Talent Acquisition processes, workflows, systems, and execution across the company
- Build and operationalize recruiting infrastructure including:
- ATS workflows and hygiene
- Interview processes and interviewer calibration
- Funnel tracking and reporting
- Recruiting metrics and dashboards
- Process documentation and operational workflows
- Interview coordination mechanics and feedback loops
- Establish scalable hiring processes and operational standards that support rapid company growth
- Drive consistency in hiring processes, interviewer quality, candidate evaluation, and hiring decision-making
- Identify bottlenecks and continuously improve recruiting operations, hiring efficiency, and candidate experience
Recruiting Analytics & Reporting- Own recruiting analytics, funnel health reporting, and hiring performance visibility across the organization
- Develop dashboards and reporting frameworks that enable leadership visibility into hiring progress, bottlenecks, capacity planning, and operational risk
- Analyze recruiting funnel data to identify process inefficiencies, conversion challenges, and opportunities for improvement
- Establish and maintain operational recruiting metrics including pipeline health, time-to-fill, stage conversion rates, interviewer load, and hiring forecast accuracy
- Use recruiting data to drive accountability with hiring managers, interview teams, recruiters, and external recruiting partners
Team & Vendor Management- Manage and develop a growing team of recruiters and recruiting support resources as the function scales
- Own external agency strategy, vendor relationships, performance management, and recruiting partner accountability
- Help build stronger embedded recruiting capability internally over time
- Partner closely with the Head of People on hiring strategy, organizational scaling priorities, and recruiting capacity planning
Sourcing & Talent Strategy- Proactively source candidates using:
- LinkedIn, referrals, technical networks, and outbound sourcing strategies
- Non-traditional talent pools across aerospace, defense, manufacturing, energy, robotics, and deep-tech ecosystems
- Creative recruiting campaigns and targeted outreach
- Craft and iterate on outreach messaging to improve candidate engagement and response rates
- Conduct recruiter screens assessing:
- Technical depth (at a high level)
- Ownership mindset and problem-solving ability
- Fit for a fast-moving, high-accountability startup environment
Basic Qualifications- 8+ years of recruiting and Talent Acquisition experience, including significant technical recruiting experience
- Proven experience hiring for aerospace, defense, manufacturing, robotics, hardware, energy, or other deep-tech organizations
- Experience leading executive and senior-level searches in high-growth or technically complex organizations
- Strong sourcing skills and comfort recruiting passive technical talent
- Deep experience with recruiting analytics, funnel reporting, dashboard development, and data-driven hiring operations
- Experience building or scaling recruiting operations and processes in startup or high-growth environments
- Experience managing recruiters, recruiting operations, and/or external recruiting agencies
- Strong operational and analytical skills with the ability to translate recruiting data into actionable hiring insights
- Experience building recruiting reporting frameworks and operational dashboards for leadership teams
- Must have excellent written and verbal communication skills, with the ability to communicate credibly with engineers, technical leaders, executives, and founders
- Experience operating in ambiguous environments with evolving requirements
- High ownership mindset and bias toward action
- Exceptional organizational and operational skills
- Startup experience (Seed-Series C) strongly preferred
- Experience with ATS administration, funnel optimization, recruiting systems, and hiring process design strongly preferred
Compensation and BenefitsThe salary range for this position is
$184,226 - $214,231 annually.
The actual base salary offered will depend on factors such as job-related skills, experience, qualifications, and internal equity.- Equity in Cowboy Space Corp.
- Employees and their eligible dependents may enroll in medical, dental, and vision insurance
- 401(k) retirement savings plan
- Paid time off
- 10 paid holidays per calendar year
- Paid parental leave
- Relocation assistance if applicable
- Daily lunch in the office and a fully stocked kitchen with beverages and snacks
