Our Method
We don't start with candidates. We start with the role.
Technical recruitment for the Space industry, built around understanding the position before searching, approaching and screening the right talent.
Our Method
A Specialist Approach to Space Headhunting & Technical Recruitment
Recruiting specialist talent in the Space industry requires more than access to candidates. Effective technical recruitment starts with understanding the position, defining what really matters and knowing where the relevant expertise sits.
Our approach combines Space sector knowledge, European talent mapping, direct headhunting, targeted outreach and specialist screening to identify professionals whose experience genuinely matches the technical and business requirements of the role.
Every search is built around the position — not around an existing database of candidates. We first define the profile with your hiring team, then map the relevant talent market, identify potential candidates and approach the professionals best aligned with the search.
This creates a more focused recruitment process from the beginning, with clear criteria against which candidates can be identified, screened and qualified.
Space Knowledge at the Core
Space Knowledge at the Core of Technical Recruitment
Technical roles in the Space industry cannot be understood through job titles and CV keywords alone. Programmes, technologies, responsibilities, seniority and technical environments all matter when determining whether a candidate is genuinely relevant.
A Systems Engineer, GNC/AOCS Engineer, Project Manager, RF specialist or Ground Segment Engineer may have the right title while having worked in a very different technical context. Understanding what someone has actually worked on — and at what level of responsibility — is essential when assessing their fit for a specialist position.
That is why every search starts by understanding the role with your hiring team. We define the must-have requirements, relevant experience, technical environment, responsibilities, seniority, location, mobility requirements and hiring priorities before beginning the search.
This understanding guides the entire assignment: who we search for, where we look, how we approach the market and how candidates are screened.
Our process
From Role Definition to Qualified Shortlist
A structured technical recruitment process designed to map the relevant talent market, identify and approach specialist professionals, and screen the strongest candidates before presentation.
- 01
Kick-off & Role Definition
We start with your hiring team to understand the position, technical environment, responsibilities, must-have skills, experience, location and hiring priorities.
- 02
Market Mapping & Target Universe
We map the relevant talent market across Europe, identifying target companies, locations and professionals aligned with the search.
- 03
Direct Search & Sourcing
We combine direct headhunting, advanced sourcing tools and our Space network to identify active and passive candidates with the right expertise.
- 04
Targeted Outreach
We approach selected professionals directly, present the opportunity and assess their initial interest, availability and mobility.
- 05
Screening & Qualification
Candidates are screened in depth for experience, technical fit, motivation, communication, mobility, availability and compensation expectations.
- 06
Shortlist & Reporting
We present a qualified shortlist with structured screening feedback and provide visibility on search progress, market response and candidate pipeline.
Beyond the CV
Beyond the CV: Specialist Screening & Qualification
Finding a candidate with the right job title is only the beginning. Before presenting a professional, screening helps determine whether their actual experience, technical environment and career motivations align with the requirements defined at the start of the search.
Depending on the position, screening can cover relevant project and programme experience, technical responsibilities, seniority and level of ownership, as well as motivation, communication, availability, mobility and compensation expectations.
This is particularly important in Space recruitment, where apparently similar profiles can represent very different levels and types of experience. A candidate may match the terminology of a job description without having worked in the technical environment or at the level of responsibility the position requires.
The objective is not to send the largest possible number of CVs. It is to provide your hiring team with a focused shortlist of candidates who have already been assessed against the key requirements of the search.
Clear reporting
Clear Reporting Throughout the Search
A specialist search should also provide insight into the market, not disappear into a black box until candidates are found.
Throughout the assignment, reporting provides visibility into search progress, candidates identified and approached, market response, screening activity and the developing candidate pipeline.
This feedback can also reveal useful market information. If compensation, location, technical requirements or mobility are consistently limiting candidate interest, the hiring team can understand those constraints early and adjust the search where appropriate.
The result is a recruitment process with greater visibility from role definition and market mapping through to screening and qualified shortlist.
Start a search
Need specialist Space talent?
Tell us about the role. We will come back with a view on the European market, the realistic target universe and how the search should be run.