Talent Acquisition Specialist
Confirmed on the employer's own hiring board on Nov 2, 2026. First seen by Alion on Oct 28, 2026. MoonShot scores A on the Alion truth index.
Overview
Moonshot builds the power and mechanical infrastructure that AI datacenters, HPC sites, and large-scale compute operations run on. We are in hypergrowth, constantly expanding what we build, the products and locations we support, and the headcount and structure behind it all.
As a Talent Acquisition Specialist, you will own full-cycle recruiting for a portfolio of open roles across the company. This role exists because Moonshot is hiring faster than our current team can source, and we need someone who can build strong top-of-funnel pipelines directly. You will run candidates from first contact through onboarding, acting as the single point of contact who keeps the process moving and the experience strong on both sides.
Key Responsibilities
Sourcing and Pipeline Generation: Proactively source candidates for open requisitions using LinkedIn Recruiter, Boolean search, and other channels. Build and maintain a steady pipeline of qualified candidates across departments, with particular strength in technical, engineering, manufacturing, and operational roles, so hiring managers are never waiting on volume.
Candidate Outreach and Engagement: Reach out directly to passive candidates and screen inbound applicants from the job board. Represent Moonshot's story clearly enough that technical candidates understand what the company builds and why the role matters.
Interview Coordination and Hiring Manager Partnership: Schedule and coordinate initial interviews and panel interviews with hiring managers. Partner with hiring managers to understand role requirements, calibrate on what "good" looks like, and adjust sourcing strategy as searches evolve.
Candidate Experience Ownership: Serve as the single point of contact for candidates from first conversation through offer and into onboarding. Keep candidates informed at every stage so the process feels smooth and professional even when it moves fast.
Cross-Functional Relationship Building: Build working relationships across departments company-wide to understand what each team actually needs in a hire, beyond what is written in the job description.
ATS and Recruiting Data Management: Maintain accurate candidate records and stage progression in Greenhouse. Use recruiting data to flag where a search is stalling and where sourcing effort should shift.
Direct-Sourcing Capability: Build strong direct-sourcing muscle on assigned requisitions, reducing how much the company needs to rely on outside help to fill roles.
Qualifications
Experience:
2+ years of recruiting experience, agency or in-house, with demonstrated full-cycle ownership from sourcing through offer.
Experience recruiting for technical, engineering, IT, or manufacturing roles strongly preferred.
Experience sourcing in a high-volume or high-growth hiring environment preferred.
Skills:
Proactive sourcing, including LinkedIn Recruiter, Boolean search, and other channels to build candidate pipelines from scratch.
ATS fluency; hands-on Greenhouse experience strongly preferred, with the ability to pick up new systems quickly.
Clear, confident communication with candidates ranging from early-career technicians to senior technical hires.
Relationship-building across functions to gather the context a job description alone does not capture.
Process management: running multiple searches at once, coordinating interview loops, and driving candidates smoothly from first contact to onboarding.
Education:
Bachelor's degree in human resources, business, or a related field, or equivalent experience.
Why Moonshot?
Build Something Real: Every candidate you source and close fills a real seat on a team building the infrastructure the AI buildout runs on. You will see the direct line between your pipeline and who shows up on the floor or in the engineering department.
High-Growth Opportunity: Moonshot is hiring across the company at a pace few companies match. Your sourcing work directly determines how fast those teams can scale.
Ownership and Advancement: You will own your searches end to end, from first outreach to onboarding, with real accountability for results rather than handing candidates off at the first interview.
Career Growth: As the Talent Acquisition function builds out under new leadership, there is real room to grow into broader sourcing strategy, a specialized technical recruiting lane, or team leadership as the company scales.