Technical Sourcer / Senior Technical Sourcer (Remote)

America is critically deficient in production of defensive munitions- we currently produce shipborne interceptors in the few hundreds per year while our adversaries are producing offensive threats in the tens of thousands per year. Furientis was started to help solve this problem- introducing a new class of cost-effective, high production rate, interceptor missiles. We're seeking motivated individuals who internalize this problem and are eager to apply their past experience in similar industries (aerospace, defense, automotive/racing, robotics) and out of the box thinking to solve this problem for the US and its allies.
The Talent Team helps build the teams that design, test, and fly our interceptors: the seeker that finds the target, the propulsion and solid rocket motors that get it there, the avionics and guidance that fly it, and the manufacturing that makes it producible at rate and at cost.

We are small, deeply technical, and biased toward action, and every hire moves a meaningful share of what we can deliver. The engineers we need are employed, in demand, and not applying to job boards, so hiring is not a support function here; it is the rate limiter on how fast capability reaches our customers.

This is a wear-many-hats environment where you must be comfortable "building the airplane in flight" and stepping well outside your comfort zone; It is also an AI-native one, where fluent use of cutting-edge agentic tools lets one person out-deliver a much larger conventional team, where we will be pushing the limits for what such a team can deliver.
You will be the responsible owner for technical hiring at Furientis. This is a hybrid role: half full-cycle recruiter carrying your own reqs, half recruiting operations engineer building the system everyone else hires through. Behind that sits the rest of the job: sourcing strategy, intake discipline, structured interview design, scorecard quality, funnel instrumentation, offer construction, and the candidate experience that decides whether a top engineer takes our call the second time.

You will recruit across seeker, propulsion, propellant and SRM, GNC, avionics, test, and manufacturing, plus the business roles that keep those teams supplied. You report to the Head of Talent and partner directly with the technical leads who own each req and carry final hiring authority on it. Your job is to make sure the pipeline behind every open role is deep, honest, and fast enough that a technical decision never waits on a staffing one.
Run full-cycle recruiting on the engineering reqs that enable Furientis to deliver on its mission. Source passive candidates directly through LinkedIn Recruiter, Gem, Boolean, GitHub and publication mining, conference rosters, and referral campaigns; Run structured intakes with technical leads that convert a hardware problem into a named target list and a real scorecard, not a wish list of keywords.

• Design and refine interview loops that raise confidence in the hire and cut time-to-decision, and then keep the team on-track when schedules get tight.
• Own Lever end to end: req hygiene, stage definitions, scorecards, and offer execution through DocuSign, so pipeline data means something a month later.
• Instrument the funnel and report on it, tracking pass-through by stage, source-of-hire, time-to-fill, and offer-accept rate; Build and manage the talent pipelines that precede the reqs, including university programs, national labs, primes, and adjacent industries, so a new opening starts with names rather than a blank search.
• Own candidate experience and employer brand in a market where our competitors are household names and we are not yet.

Skills We're Hiring For

• Bachelor's degree preferred; a strong hiring record matters more.
• 3+ years of full-cycle technical recruiting, with at least 2 years carrying engineering reqs end to end from sourcing through close.
• LinkedIn Recruiter, Gem, Boolean, referral campaigns, and direct outreach that gets answered. Closing: comp conversations, competing offers, counteroffers, relocation, and the timing judgment to know when a candidate is actually gettable.
• Pipeline analytics: funnel metrics, pass-through rates, source-of-hire, and time-to-fill used to change what you do, not to fill a slide.
• Working practices: written intakes, documented scorecards, repeatable interview loops, and clean ATS data other people can act on.
• Hands-on with agentic AI tools (Claude Code, Codex, OpenCode, Kilo, or similar): building, supervising, and reviewing AI-agent output to accelerate sourcing, screening, and recruiting operations, with concrete examples of what you've shipped.

Bonus Points For

• Interceptor, missile, munition, propulsion, or seeker program recruiting.
• Hardware, aerospace, or defense recruiting of any kind.
• Cleared recruiting and building clearance-eligible pipelines.
• University, national lab, and trade school pipeline development.
• Employer brand work: conference presence, engineering content, technical events.
• Recruiting for AI-native engineering teams where agentic tooling changes what a given headcount delivers.

Eligibility & Logistics Location: On-site at our Los Angeles, CA HQ; remote work is not available. Monthly weekend travel for test events and supplier engagements. S. export control laws, employment is contingent on eligibility to access export-controlled information.
AI assists in reviewing applications. Humans make final hiring decisions.