Talent Acquisition

About Airbound

Our mission is to make a world where everyone has access to delivery. Where goods move as freely as information moves today.

This is possible. Today the cost of moving on a scooter is ₹2/km. That's the cost of moving a 150kg mass from point A to B. We're bringing that mass down to less than 5kgs, concurrently bringing the cost down to 10 paise/km. This is how we make deliveries a reality. This is how we create a world where we're doing billions of deliveries per day.

The tech is not there. The current cost of drone delivery is ₹100/km. We need to completely redefine the way things are done here. We're building the world's most efficient aircraft from the ground-up, and scaling that up to beyond anything the aerospace sector has ever seen. This cannot be an iterative process. We have to tear down all conventions and build everything up from scratch.

To do this, we need nothing less than the best engineers. The ones who care about building something fundamentally different, who are deeply curious about understanding the fundamentals of everything they're working on, who are dreamers that believe in the impossible.

About the Role

The Talent Acquisition Manager is responsible for bringing the technical and operational talent into Airbound, and building the recruiting systems that let them thrive once they arrive. This is a first hire role. You will build recruiting from scratch, owning full-cycle hiring and the onboarding experience that sets new joiners up to succeed, in an aerospace company that moves fast and produces at volumes the sector has never attempted. You will work directly with leadership, engineering, manufacturing, and business to solve hiring problems that do not have a template yet.

Key Responsibilities

• Own full-cycle recruiting for varied roles, ranging from critical technical competencies like composites and avionics to policy makers and marketing
• Build and nurture candidate pipelines through direct outreach, events, and networking in manufacturing, aviation, and drone communities
• Partner with leadership to define and prioritize hiring needs across engineering, production, and operations
• Write job descriptions and employer branding content that reflect how we actually think and work
• Set up onboarding, orientation, and offboarding, and keep them running cleanly as the team scales
• Run a structured, fair, and fast interview process, and improve it as you learn
• Track recruiting metrics like time to fill and quality of hire, and use them to tighten the process
• Maintain accurate people data and documentation as the team grows across locations

Must-Have

• 3+ years of hands-on experience recruiting for technical roles in manufacturing, engineering, or hardware
• Sharp judgment: you flag hiring risks, team gaps, and people issues in real time, before they become problems
• Disciplined and process-driven, with a bias toward clean documentation and tight operational control
• Proven track record building and scaling recruiting processes from scratch in fast-paced hardware or operational environments
• Excellent communication, documentation, and cross-functional collaboration skills
• Comfortable with Google Suite, Notion, and other collaboration tools

Good to Have

• Previous experience as the first or early recruiting hire at a startup, building the function from nothing
• Understanding of the hardware, manufacturing, or aerospace talent landscape and what it takes to recruit for it

What We Offer

• Comprehensive health insurance to keep you and your loved ones covered
• Relocation assistance and a daily travel stipend to ease your commute
• Advanced salary credit to support you when you need it

"A driven, passionate team where you'll have room to grow and thrive - this is more than just a job, it's a rare opportunity to build something meaningful from the ground up"

Work Schedule

• In-office role, working alternate Saturdays.

Ready to take off?

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