Senior Talent Partner with experience in Defence Tech
Confirmed on the employer's own hiring board on Nov 2, 2026. First seen by Alion on Oct 27, 2026. Chapter 2 scores B on the Alion truth index.
Locations: London, Munich, Northern Virginia
About Chapter 2
At Chapter 2, we're redefining the future of talent through AI-powered and human-led solutions. We combine technology with deep expertise to build scalable talent ecosystems that help organisations hire smarter, move faster, and achieve better outcomes.
We operate as embedded specialists, not a marketplace supplier. Our teams sit inside our clients' businesses and own the hiring that drives their growth.
The Role
We're building a dedicated talent team for a fast-scaling defence technology company that develops autonomous systems and physical AI. We're hiring three Talent Partners to start on or around 1 January 2027. You'll embed in the business and own hiring across engineering and production.
This is not SaaS recruiting. You'll hire the engineers who write flight-critical C++, build guidance, navigation and control (GNC) systems, and put autonomy onto real hardware. You'll also hire the people who build and support that hardware at production sites.
Speed matters most. Hiring managers here decide fast and expect the same from you. The people you put forward set the outcome, so the bar for who reaches them is high.
The three seats:
Northern Virginia: generalist seat, with production centre hiring.
Munich, on-site: engineering focus.
Remote: engineering focus.
In every seat, you'll switch between engineering, production and generalist searches as priorities shift.
What You'll Do
Own full-cycle recruitment, from intake and sourcing through to offer and close, at a pace that matches the business.
Hire Physical AI and robotics engineers: C++, GNC, autonomy, embedded and flight software, perception.
Hire for production: technicians, assembly and test, quality, supply chain, and production engineers.
Partner with hiring managers and senior leaders to scope roles, define success profiles, and tell them who is worth their time.
Build pipelines before requisitions open. Map defence, aerospace, robotics and autonomy talent across the US and Europe.
Track funnel health, time-to-hire and quality, and bring the data back to hiring managers.
Represent Chapter 2 and our client in market. Protect candidate experience and confidentiality at every step.
What You'll Bring
Direct defence tech recruiting experience. This is a must-have.
5+ years in full-cycle recruitment, with a record of hiring deep technical engineers: C++, robotics, autonomy, GNC, embedded or aerospace. Web and SaaS engineering alone does not meet the bar.
Hands-on experience hiring for a production centre or manufacturing site. Essential for the Northern Virginia seat; a plus elsewhere.
A bias for speed. You work in days, not weeks, and you keep quality high while you do.
Sourcing command across LinkedIn Recruiter, direct outreach and networks, aimed at senior and niche talent.
The credibility to advise senior engineers and leaders rather than take orders from them.
Discretion. You'll work on sensitive programmes and handle confidential information with care.
Willingness to work on-site for the Northern Virginia and Munich seats.
What We Offer
Embedded work with real ownership, inside a client at the centre of defence technology.
A fast-moving environment where your hiring shapes what the client can build and ship.
A collaborative, supportive team with regular feedback and coaching.
About Chapter 2
At Chapter 2, we're redefining the future of talent through AI-powered and human-led solutions. As part of our team, you'll work alongside people who are passionate about transforming recruitment and talent acquisition. Together, we're combining the power of people and AI to shape the future of talent.
Chapter 2 is an equal opportunity employer. We are committed to building a diverse and inclusive workplace and welcome applicants from all backgrounds, identities and . We make all employment decisions-including hiring, compensation, promotion, and termination-based on qualifications, merit, and business needs. Our hiring process is structured to promote fairness, objectivity, and equity, using only the information shared during interviews and assessments. If you have questions or need accommodations at any stage, please contact our team. We’re happy to support you.