Technical Sourcer

Requirements Proven technical sourcing experience for hard‑to‑fill roles in hardware, robotics, or adjacent deep‑tech and physical‑engineering domains (aerospace, defense, autonomy, or advanced manufacturing) Ability to understand technical requirements and separate signal from noise Strong search discipline, including Boolean, LinkedIn Recruiter, and creative sourcing paths Clear, concise written communication Good judgment on candidate fit, motivation, and relevance Strong follow‑through and pipeline hygiene Comfort operating in a fast‑moving environment with changing priorities Ownership mindset and the ability to work with limited structure (Desirable) Experience sourcing for aerospace, UAVs, robotics, autonomy, manufacturing, defense, or hardware teams (Desirable) Experience with Lever (Desirable) Experience supporting startup or high‑growth technical hiring (Desirable) Familiarity with mechanical, electrical, manufacturing, flight test, production, or embedded systems roles (Desirable) Experience building referral maps or talent intelligence projects What the job involves Skyways is hiring a Technical Sourcer to own top‑of‑funnel hiring across engineering, manufacturing, autonomy, hardware, robotics, operations, and technical leadership roles This role is about judgment, market understanding, and clean execution. You will help define where the right talent sits, find strong candidates, start the conversation, and hand off qualified people into the recruiting process Done well, this role directly shapes who joins Skyways. You will give hiring managers better options, help recruiting move faster, and build a clearer picture of the technical talent market as we scale Build market maps for priority technical roles Source candidates across aerospace, autonomy, robotics, manufacturing, hardware, defense, and startup environments Create and maintain searches in LinkedIn Recruiter and other sourcing tools Run outbound outreach through LinkedIn, email, referrals, and targeted research Lightly qualify candidates against role‑specific rubrics Partner with recruiting and hiring managers to define what “qualified” means for each role Keep Lever clean with accurate stages, notes, responses, and follow‑ups Hand off qualified, interested candidates with clear context Surface market signal around comp, titles, location, availability, and talent density Help improve sourcing process, outreach quality, and pipeline visibility #J-18808-Ljbffr