• Own and execute the end-to-end recruiting process for GTM (Sales, Marketing, Product, and Customer Success), G&A, and Advisory roles—from role kickoff through signed offer • Develop and execute creative sourcing strategies to identify, engage, and convert top-tier passive talent using LinkedIn, direct outreach, and specialized networks • Conduct structured interviews using behavioral, situational, and competency-based methods to assess both role fit and cultural alignment • Serve as a brand ambassador, ensuring every candidate interaction reflects our mission, values, and commitment to an exceptional candidate experience • Partner closely with hiring managers to define role requirements, calibrate candidate profiles, and translate business needs into clear, compelling job descriptions • Provide hands-on guidance throughout the hiring process, balancing speed, quality, and candidate experience • Drive hiring velocity by managing interview coordination, feedback loops, and offer processes with autonomy and urgency • Communicate progress clearly to stakeholders, surfacing risks, blockers, and recommendations as hiring unfolds • Build and maintain proactive talent pipelines for core business functions to support near- and long-term hiring needs • Apply market and candidate insights to inform sourcing approaches, role scoping, and hiring expectations • Identify opportunities to expand and diversify talent pools in competitive markets • Co-own and maintain the Applicant Tracking System (ATS), ensuring data integrity, accurate reporting, and streamlined workflows • Track and report on key recruiting metrics to support transparency and continuous improvement • Identify and implement process improvements across interview design, evaluation, and candidate communication as the organization scales • Collaborate with our HR Generalist to ensure a smooth transition from candidate to employee during onboarding

• Should have a track record of sourcing, screening, and qualifying candidates for multiple roles (4-5 positions per day). • Should have managed and should be able to manage 10-15 quality batches/positions per week. • Utilize ATS and recruitment tools effectively to manage candidate pipeline and data. • Maintain strong communication with candidates, ensuring they stay engaged and informed. • Coordinate with hiring managers, providing updates, scheduling and moderating interviews, follow-ups, and feedback. • Manage end-to-end recruitment process, from job posting to final placement. • Demonstrate a proactive approach to recruitment, even when full job details are not provided. • Ensure a high placement success ratio.

Hadrian - Manufacturing the Future Hadrian is building autonomous factories that help aerospace and defense companies manufacture rockets, satellites, jets, and ships up to 10x faster and up to 2x cheaper. By combining advanced software, robotics, and full-stack manufacturing, we are reinventing how America produces its most critical parts. Valued at $1.6B, we’re accelerating our mission with the launch of Factory 3 in Mesa, Arizona, a 290,000-square-foot facility creating 350 new jobs. We are expanding rapidly to support thousands of future hires, launching Hadrian Maritime to expand into naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts. Hadrian is backed by leading investors including T. Rowe Price, Lux Capital, Founders Fund, and Andreessen Horowitz, our fast-growing team is united around reindustrializing American manufacturing for the 21st century and beyond. The Role As a Director, Technical Recruiting , you will lead, mentor, and scale a team of recruiters while owning full-cycle searches for high-priority roles across the business. You’ll play a dual role: a trusted people leader focused on team performance, and an operator who thrives in the trenches of hands-on recruiting. You will be responsible for coaching and enabling your team, driving consistency and excellence in process, and using data to surface insights and steer outcomes. This is a high-impact role for someone who cares deeply about candidate experience, team development, and building scalable recruiting infrastructure in a high-growth environment. You’ll report to the VP of People & Talent and help shape the next chapter of Hadrian’s growth. You’ll also be instrumental in evolving our recruiting team’s culture, rituals, and performance as we scale. What You’ll Do Manage, mentor, and inspire a team of recruiters providing regular feedback, growth opportunities, and performance accountability Act as a player-coach by directly running reqs and closing candidates for priority Software/Hardware/ Robotics Engineering positions Set clear goals and expectations for the team, tracking progress through dashboards and data reviews Foster a high-performance, collaborative recruiting culture grounded in continuous improvement You’ll help define and drive Hadrian’s Technical recruiting strategy, shaping how we scale talent Use data to identify bottlenecks, forecast hiring needs, and inform strategic decisions Drive adoption of recruiting best practices across the team (e.g. structured interviews, consistent candidate communication, rigorous pipeline management) Contribute to broader talent initiatives around tools, operations, and employer branding What We're Looking For You have 9+ years of recruiting experience, including 3+ years managing recruiting teams larger than 10 You’re a builder comfortable creating structure where it doesn’t exist and scaling systems as the team grows You lead with empathy and clarity, and know how to motivate teams through change and growth You’re highly organized and data-driven , with a strong command of recruiting metrics and how to use them You have a track record of closing high-caliber candidates across a range of functions What Will Set You Apart Experience in startup environments, agency-to-in-house transitions, or scaling recruiting operations Benefits Medical, dental, vision, and life insurance plans for employees 401k Relocation support may be provided for certain situations, based on business need. Flexible vacation policy ITAR Requirements

• Work across multiple Innova8 portfolio companies in business and technology focused roles • Work on roles within our portfolio, from req creation to closing • Be an advocate for competency based recruiting • Build and work with inclusionary recruiting practices • Help build processes that work for the culture of each portfolio company