Role Description Come join us in shaping the future! As a Senior Technical Recruiter, you’ll help build the team behind a revolutionary satellite communications system. This role will primarily focus on technical recruiting, partnering with hiring managers to attract and hire top talent across engineering and other functions. The role will also support HR functions, including onboarding, to help our growing team scale effectively. The ideal candidate has experience recruiting in startup environments, understands the nuances of building teams from the ground up, and is comfortable wearing multiple hats. Responsibilities - Recruiting (Primary) - Manage the full-cycle recruiting process: sourcing, screening, interviewing, and offer negotiation, primarily focused on technical roles - Partner with hiring managers and leadership to define roles and continuously iterate strategies for attracting top talent - Build and maintain a strong candidate pipeline - Ensure a positive candidate experience throughout the hiring process - HR & People Ops (Secondary) - Support onboarding and offboarding coordination, HR systems updates, and basic employee lifecycle administration to ensure a smooth employee experience - Partner with leadership to improve and streamline early-stage People Ops processes as the company scales Qualifications - 5+ years of technical recruiting experience; startup or fast-growth experience preferred, ideally in a hardware-focused environment - Strong track record of filling engineering and technical roles - Familiarity with applicant tracking systems (ATS) and sourcing tools (e.g., LinkedIn Recruiter, Gem) - Excellent communication and interpersonal skills - Highly organized, proactive, and adaptable, with the ability to thrive in ambiguity and independently drive decisions in a fast-paced environment - Comfortable supporting HR and People Operations processes in a high-growth environment, including onboarding, offboarding, and HR systems administration Requirements - The base salary range for this position is $100,000 - $155,000. - When determining an individual’s compensation, we consider several factors including skillset, experience, job scope, and current market data, so pay for this role may vary from the amounts listed. Company Description AscendArc is a seed stage startup founded to revolutionize the satellite communications industry. We are looking for doers who want to work in a ground-breaking and fast-paced environment. Our success will depend on your energy, skill, and creativity. AscendArc is an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor or legally protected status.

• Own full lifecycle recruiting with a proven track record of building strong engineering teams • Recruit in a fast-paced, high-growth environment • Conduct deep talent analysis and develop recruiting strategies covering sourcing, candidate engagement/advisement, and closing for niche skill sets • Build and maintain strong relationships with engineering stakeholders using data-driven recruiting insights • Execute recruiting strategy, candidate management, diversity sourcing, and interview process management • Operate self-sufficiently with little direct supervision • Collaborate with talent acquisition teammates and foster a teaching/learning environment • Build and utilize a variety of sourcing plans and tools • Partner with internal teams to manage talent brand externally • Leverage AI-powered recruiting tools and platforms to enhance sourcing efficiency, improve candidate matching, and generate data-driven insights that inform hiring decisions

• Move fast with a system. Source, track, and maintain a high volume of candidates without dropping the ball, keeping open lines of communication with stakeholders at every step. • Speak production fluently. Get into the business and onto the floor to understand the product, the technical roadmap, and the team's manufacturing reality, i.e., takt times, cycle times, throughput, yield, so you can pitch the opportunity credibly to operators. • Connect headcount to outcomes. Translate a missing role into what it costs the line in throughput and revenue and use that to drive urgency and prioritization with hiring managers. • Be a trusted partner, not an order-taker. Build deep trust with operations and program leaders through consistency and a strong operating rhythm; influence talent strategy while executing on deliverables. • Close exceptional talent. Develop a sharp understanding of the mission, learn to pitch the team and opportunity, and bring offers across the line, including with candidates who are strong negotiators in their own right. • Run on data. Track and analyze pipeline and performance data to find areas of opportunity and turn it into a data-driven narrative that builds momentum. • Invent and simplify. Build recruiting strategies that scale with the company, implementing referrals, process improvements, and automation where they move the needle. • Master your tools. Act as a subject-matter expert in prospecting, information retrieval, data extraction, web-scraping, process automation, and candidate management. • Interview with judgment. Conduct candidate interviews and anticipate hiring-manager preferences, demonstrated through high interview-to-offer ratios. • Engage passive talent. Source through LinkedIn Recruiter, Gem, Boolean strings, referrals, and SOBO campaigns. • Protect the candidate’s experience. Deliver a consistent, positive experience throughout the process with proactive communication and engagement.

• Proactively source and engage passive talent across motorsports, performance automotive, aftermarket automotive, and high-performance engineering markets • Build pipelines of specialized talent, including engineers, technicians, program managers, business professionals, and leadership candidates • Use LinkedIn Recruiter, hireEZ, ATS/CRM platforms, referrals, market mapping, and industry networks to identify top talent • Screen resumes, LinkedIn profiles, and online portfolios to determine fit • Quickly assess whether a candidate should be advanced, nurtured, or passed on • Confidently advocate for top talent and provide clear recommendations to recruiters and stakeholders • Participate in intake meetings, calibration sessions, and search strategy discussions • Bring creative sourcing ideas, market insights, and talent availability data to recruiting partners and business leaders • Conduct market mapping, competitor research, and talent intelligence across niche automotive and technical markets • Partner closely with recruiters and hiring teams to understand role requirements and priority profiles • Support sourcing strategy, candidate calibration, and pipeline development • Provide consultative feedback on talent market realities, candidate quality, and search direction • Maintain accurate candidate information in ATS and CRM systems • Track pipeline activity, candidate status, and sourcing progress • Deliver an exceptional candidate experience and support employer branding efforts