At CesiumAstro, we are developers and pioneers of out-of-the-box communication systems for satellites, UAVs, launch vehicles, and other space and airborne platforms. We take pride in our dynamic and cross-functional work environment, which allows us to learn, develop, and engage across our organization. If you are looking for hands-on, interactive, and autonomous work, CesiumAstro is the place for you. We are actively seeking passionate, collaborative, energetic, and forward-thinking individuals to join our team.

We are looking to add a Talent Acquisition Manager to our team. If you enjoy working in a dynamic, rapidly changing environment and are passionate about technology and helping a company scale, we would like to hear from you.

In this position, you will lead full-cycle recruiting efforts while managing and developing a team of recruiters. This role is both strategic and hands-on, partnering closely with business leaders to execute hiring plans, support workforce planning, and deliver high-quality hiring outcomes across technical and business functions.

JOB DUTIES AND RESPONSIBILITIES

• Manage, coach, and develop a team of Talent Acquisition professionals to drive consistent hiring results.
• Set clear goals, track performance, and provide ongoing feedback and development support.
• Oversee requisition allocation, workload balance, and day-to-day team execution.
• Support onboarding and growth of new team members.
• Lead end-to-end recruiting for complex, high-priority, and leadership roles.
• Partner with hiring managers to define role requirements, success profiles, and hiring strategies.
• Ensure a high-quality, consistent candidate experience throughout the hiring lifecycle.
• Drive structured interview processes, candidate evaluation, and offer execution.
• Collaborate with hiring managers, HR, and leadership to align on hiring priorities.
• Support workforce planning, including headcount tracking and hiring forecasts.
• Provide market insights on talent availability and competitive landscape.
• Build strong relationships with hiring managers, executives, and cross-functional partners.
• Communicate regularly on hiring progress, challenges, and opportunities.
• Influence stakeholders and guide decision-making to improve hiring outcomes.

JOB REQUIREMENTS AND MINIMUM QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
• 7–9 years of experience in Talent Acquisition, including full-cycle recruiting.
• 1–3 years of experience managing or leading recruiting teams.
• Experience hiring for technical roles, preferably within aerospace, defense, or engineering-driven environments.
• Strong understanding of recruiting best practices and hiring strategies for complex roles.
• Expertise with ATS platforms (e.g., Greenhouse, Lever, Workday) and sourcing tools (LinkedIn Recruiter, SeekOut).
• Experience leveraging data and metrics to drive decisions and improve recruiting performance.
• Ability to manage multiple priorities and deadlines in a fast-paced environment.
• Strong analytical thinking and decision-making capabilities.

CesiumAstro considers several factors when extending an offer, including but not limited to, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

Please be aware that many roles will be subject to both security and export control restrictions. These restrictions mean that factors including new starter’s nationality, any previous or dual nationalities held, place of birth and country of residence may limit those roles that you can perform for the organization.

Please note: CesiumAstro does not accept unsolicited resumes from contract agencies or search firms. Any unsolicited resumes submitted to our website or to CesiumAstro team members not through our approved vendor list or Talent Acquisition will be considered property of CesiumAstro, and we will not be obligated to pay any referral fees.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.