About Aspera

Most of the world's goods still move by ships because flying them has always cost too much. We think that's a solvable problem.

We are reviving the lost art of aircraft design to build the highest performing freighter aircraft on the planet. We want to enable a world where the cost of not flying is greater than the cost of flying and 100% of the world's cargo moves by the air. Our first aircraft is a 2,300 kg MTOW, 1,000 kg payload seaplane, cruising at 70 m/s across 2,000+ km stage lengths. The design is inspired by the biomimicry of sharks, whales, and dolphins. We have designed a retractable, hydrofoil-assisted takeoff architecture rather than a stepped hull.

We are a small, technical team that deeply cares about our art and believe in the fact that the cost of flying is an engineering problem.

The Role

We're looking for a recruiter to own hiring for the engineers building Aspera Industries. This isn't a role where you post a JD and wait. You'll be sourcing, pitching, and closing candidates for hard-to-fill hardware roles (avionics, structures, propulsion, manufacturing) in a market where most good engineers aren't actively looking. You'll work directly with the founding team and you'll have real ownership over how we hire, shaping the pipeline, the outreach, and the process end to end.

What you'll do

• Own the recruiting process end-to-end, from understanding a role and finding candidates to interviews, offers, and closing.
• Work closely with the team to understand what we’re looking for across engineering, hardware, manufacturing, and other early hires.
• Build candidate pipelines for specialised and hard-to-find roles through a mix of sourcing, outreach, referrals, and your own network.
• Help tell Aspera’s story to candidates and give them a clear sense of the people, work, and ambition behind the company.
• Create a thoughtful candidate experience, with clear communication and a process that feels personal rather than transactional.
• Work with the team to develop and improve our approach to interviewing, evaluation, and offers as we grow.
• Set up the foundations of our recruiting function — from tools and processes to keeping track of candidates and building a system that can scale.
• Bring structure to the hiring process while keeping it flexible enough for an early-stage company.

What you'll bring

• 2–3 years of recruiting experience, ideally with experience hiring for engineering, hardware, deep-tech, or other specialised roles.
• Experience sourcing and closing candidates for roles where the right talent isn't always easy to find.
• Comfort with proactive sourcing and reaching out to people who may not be actively looking for a new role.
• Strong communication skills and the ability to build genuine relationships with candidates.
• Good judgment when evaluating people, with an understanding that hiring is about more than just what's on a CV.
• The ability to work independently and figure things out as you go. There will be plenty to build, and not everything will have a defined process yet.
• A genuine interest in helping build a team and a company from an early stage.

Ideal Qualifications

• Experience recruiting at an early-stage or fast-growing startup.
• Familiarity with the aerospace, aviation, robotics, manufacturing, or hardware talent landscape in India.
• Experience setting up recruiting processes or systems from scratch.

PS: We don't care about degrees or credentials. Send us proof of work!

Should You Really Join Us?

If you like learning, if you like figuring things out by yourself without others telling you how to do it, and thrive under work pressure to help us hire the people building thousands of airplanes — then this is for you. We are a lean team. There is no rule book to what we're doing. You have an end goal which is based on a real product and you need to get it done your own way. It's hard, and we all love it here.

How to Apply?

If you see yourself as a fit for this role, send a short email to humans@asperaindustries.com introducing yourself and why you'd be a strong fit for the role.

Include:

• Examples of roles you've closed and what made them hard to fill
• Your resume
• Anything else you think is relevant

What we're looking for in your email (i.e. how to make yourself stand out?):

Focus on your work, not your credentials. Tell us about hires you've made: why they were hard, how you found and closed the candidate, and what you learned from it. Spend minimal time on degrees and coursework. We care about what you've done and what you've learned from doing it.