Team Lead - Recruiting Coordination

Astranis builds advanced satellites for high orbits, expanding humanity’s reach into the solar system. Today Astranis satellites provide dedicated, secure networks to highly-sophisticated customers across the globe – large enterprises, sovereign governments, and the US military.

With five satellites on orbit and many more set to launch soon, the company is servicing a backlog of more than $1 billion of commercial contracts. Astranis is the preferred satellite communications partner for buyers with stringent requirements for uptime, data security, network visibility, and customization.

Astranis has raised over $1.2 billion from some of the world’s best investors, including Andreessen Horowitz, Baillie Gifford, Blackrock, Fidelity, Franklin Templeton, and Snowpoint, and employs a team of 500 engineers and entrepreneurs. Astranis designs, builds, and operates its satellites out of its 153,000 sq. ft. headquarters in Northern California, USA.

Team Lead - Recruiting Coordination

As the Recruiting Coordination Lead, you will be at the heart of scaling our world-class team. This is a manager's seat for someone who has already led coordinators and wants to build the systems that let a recruiting function scale: the tooling, SOPs, SLAs, and metrics that make scheduling, interview logistics, and candidate experience run reliably as hiring volume grows. In this role you will oversee Recruiting Coordination and own Early Careers hiring at Astranis, putting structure around a hiring-manager-led program and building the university partnerships.

This role will report directly to the Head of Talent, and have a seat on the Recruiting leadership team.

• Lead, develop, hire, and retain the recruiting coordination team, setting clear role expectations, a career ladder, and a coverage model that holds through PTO and volume spikes.
• Design and document the end-to-end coordination process: intake, scheduling, interview logistics, onsite and virtual loops, debriefs, and offer logistics. Publish SOPs and SLAs by stage and hold the team to them.
• Own and administer our scheduling and ATS stack (Greenhouse, ModernLoop, and adjacent tools)
• Own Early Careers hiring (interns and new grads): the hiring plan, timeline, requisition process, and an operating model that keeps hiring managers in the lead while the process stays consistent.
• Partner closely with recruiters, hiring managers, and interviewers to set interviewer capacity, calibrate interviewer pools, and remove friction across the recruitment lifecycle.
• Drive initiatives to enhance the candidate experience from first touch to offer, including communication standards, onsite experience, and the escalation path when something goes wrong.
• Build onboarding and training for new coordinators so ramp is measured in weeks, not quarters.
• Plan coordination capacity against the hiring forecast and make the case for headcount or tooling when the math requires it.

• 4+ years in recruiting coordination, recruiting operations, or an adjacent talent operations role, including 1-2+ years directly managing a team of coordinators.
• Track record of building or maturing a coordination process (SOPs, SLAs, templates, tooling) with measurable results.
• Administrator-level proficiency with an applicant tracking system and a scheduling platform (Greenhouse and ModernLoop, or equivalents).
• Experience owning or substantially contributing to a university or Early Careers program, including building external partnerships.
• Comfort defining metrics, reporting them to leadership, and turning them into process changes.
• Exceptional organizational skills and attention to detail, with a track record of managing multiple priorities and running scheduling escalations calmly under pressure.
• Strong communication and interpersonal skills, with the ability to build relationships across all levels of the organization.

• Experience scaling coordination through a period of rapid hiring growth, ideally in a hardware, aerospace, or deep-tech company with high-volume onsite loops.
• Experience in People Operations, HR operations, or a broader People team.
• Experience designing interviewer training or candidate experience programs.

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