Technical Recruiter (Defense Tech)
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AI Summary
ABOUT DEFCON AI
RESILIENCE IN THE FACE OF DISRUPTION. DEFCON AI is an insights company that leverages artificial intelligence, mathematical optimization, data analytics, and software engineering for resilient optimization of complex systems.
In today’s dynamically changing world, DEFCON AI’s technology aligns outcomes with operational goals, better decision making, and empowers customers to anticipate assess, and mitigate the impacts of disruptions.
Defcon AI is hiring a Technical Recruiter to play a critical role in our next phase of growth. This is a position for a builder – someone who thrives on high-impact technical recruiting but also finds genuine satisfaction in supporting the continued build-out and scaling of People Operations processes.
Reporting to the Manager of People Operations, this role is primarily focused on technical recruiting (70-80%), while supporting key People initiatives such as onboarding, process improvement, and employee lifecycle programs. This role is designed to increase recruiting capacity and enable the People function to scale efficiently as the company grows.
What You’ll Do
Technical Talent Acquisition
- Full-Cycle Ownership: Lead and execute end-to-end process for specialized technical roles including Software Engineering, AI/ML, Data Science, and Operations Research Scientists.
- Hiring Manager Partnership: Collaborate closely with hiring managers and the Manager of People Operations to scope roles, align on candidate profiles, and drive efficient hiring decisions.
- Strategic Sourcing: Proactively build a pipeline of elite passive talent within the AI and Defense sectors, with a focused lens on candidates holding (or eligible for) security clearances.
- Elevate Candidate Experience: Continuously refine interview process and feedback mechanisms to ensure a top-notch experience that reflects our brand.
People Operations & Onboarding
- Onboarding: Support in the evolution of our onboarding program from a manual process into a scalable, “day-one ready” experience that integrates new hires quickly.
- Process Optimization: Identify and resolve friction points in the employee lifecycle – from offboarding workflows to documentation and data integrity.
What We’re Looking for:
- 5+ years of technical recruiting experience; ideally within a high-growth startup or fast-paced technology environment.
- Proven ability to manage the entire talent funnel, from initial intake to complex offer negotiations
- A strong interest in People Operations; you don’t just want to fill seats
- Highly organized with strong attention to detail
- You are comfortable with ambiguity and are excited to build processes from the ground up.
Nice to Have:
- Experience recruiting for cleared roles
- Experience working with Greenhouse (ATS and Onboarding)
- Familiarity with a PEO environment
- Experience navigating the unique talent landscapes of government contracting & defense tech
Why this role:
- Outsized Impact: You are a critical component of our team’s growth, enabling leadership to make informed hiring decisions.
- True Ownership: Meaningful ownership over recruiting execution and a seat at the table for People Ops improvement and program design.
- The Mission: We are building meaningful AI technology that addresses some of the most complex challenges in national security.
What We Offer:
- A fully remote environment
- Competitive salary, bonus, and equity package
- 100% employer paid, comprehensive health insurance including medical, dental, and vision for you and your family
- Unlimited PTO, with your manager’s approval
- Flexible work environment where you manage your work day
- 14 weeks of fully-paid parental leave
Salary Range: $100,000-$120,000. This represents the typical salary range for this position based on experience, skills, and other factors.
- Managing and administering your application throughout the hiring process;
- Verifying the accuracy and authenticity of application materials, including by cross-referencing information you provide against publicly available sources and proprietary databases;
- Identifying indicators of potentially fraudulent, fabricated, or materially misleading application content, including but not limited to discrepancies between submitted materials and publicly available professional profiles, geographic anomalies, and fabricated work histories.
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