About the Role: 

Planet's Space Systems organization designs, builds, and launches the largest fleet of Earth-imaging satellites in history. This team spans satellite manufacturing and integration, RF and antenna engineering, thermal and power systems, deployable structures, and avionics — and it represents Planet's highest-volume and most technically specialized hiring demand. We are scaling production for next-generation constellations and expanding manufacturing operations, which means Space Systems hiring runs at peak intensity through the middle of our fiscal year.

We are looking for an experienced contract Talent Acquisition Partner to provide coverage for a senior recruiter's planned leave of absence during this critical period. This is a full-time, approximately six-month engagement with an expected start in mid-June to allow onboarding overlap before the leave begins in July. You will step into an active portfolio of requisitions across hardware engineering and manufacturing, inherit existing candidate pipelines, and maintain delivery continuity for hiring managers who are accustomed to a high level of recruiting partnership.

This is not a ramp-up role. You will be expected to operate independently within the first few weeks — running intake meetings, managing pipeline, negotiating offers, and partnering directly with Space Systems hiring managers. You will work alongside a Talent Acquisition Partner who is permanently aligned to the pod for the hardest-to-fill technical roles.

You will report to the Senior Manager, Talent Acquisition for the duration of the contract.

This role is based in San Francisco, where Planet's headquarters and primary satellite manufacturing facility are located. This role will require you to work from our SF HQ 3 days per week.

Impact You’ll Own:

• Provide full-cycle recruiting coverage for the Space Systems pod during a senior team member's planned leave of absence, ensuring zero disruption to hiring delivery.
• Inherit and manage an active portfolio of requisitions spanning hardware engineering, manufacturing operations, satellite integration and test, and specialized technical disciplines — picking up existing pipelines and advancing candidates through the process without losing momentum.
• Partner directly with Space Systems hiring managers to maintain the caliber of recruiting partnership they expect — running intake meetings, providing market intelligence, managing expectations on timeline and candidate availability, and closing offers.
• Manage 10–15 concurrent requisitions across a range of engineering specialties including mechanical, electrical, RF, thermal, power, FPGA, and manufacturing operations roles.
• Collaborate with the Talent Acquisition Partner in the pod to balance workload, share pipeline intelligence, and ensure no requisitions fall through the cracks during the transition.
• Maintain accurate and up-to-date pipeline data in Greenhouse, ensuring a clean handback when the senior team member returns from leave.
• Deliver a thorough transition at the end of the engagement — documenting pipeline status, hiring manager context, and candidate relationships so that nothing is lost when the permanent recruiter resumes.

What You Bring:

• 6+ years of full-cycle recruiting experience, with substantial time spent hiring for hardware engineering, manufacturing, or technical disciplines in aerospace, defense, or adjacent industries.
• Bachelor’s Degree in a relevant field.
• Ability to step into an active requisition portfolio and deliver results quickly — you have done contract or interim recruiting work before and know how to build hiring manager trust on an accelerated timeline.
• Deep familiarity with aerospace, satellite, or hardware engineering talent markets — you already know which companies, programs, and talent pools produce the candidates these hiring managers need.
• Experience managing a high-volume requisition load (10+ concurrent searches) with minimal supervision, maintaining quality pipeline activity and consistent stakeholder communication.
• Solid technical fluency across hardware engineering disciplines — you can credibly discuss RF design, power systems, thermal analysis, and mechanical engineering at a level that earns hiring manager confidence.
• Proficiency with Greenhouse or a comparable enterprise ATS, including pipeline management, reporting, and structured interview workflows.
• Excellent offer negotiation skills — you can manage competing offers, navigate compensation conversations, and close candidates in a competitive market without over-relying on escalation.
• Solid organizational discipline — you will be managing inherited pipelines with existing candidate relationships, and nothing can fall through the cracks during the transition.

What Makes You Stand Out:

• Direct experience recruiting for satellite, spacecraft, or launch vehicle programs — you can walk onto a manufacturing floor, understand what you are looking at, and translate that context into a compelling candidate pitch.
• Previous contract or interim recruiting engagements where you successfully covered a leave of absence or backfilled a senior recruiter — you have a playbook for fast onboarding and clean handoffs.
• Familiarity with ITAR and export control compliance as it relates to recruiting, including how citizenship and clearance requirements constrain candidate pools for specific roles.
• An existing network in the San Francisco Bay Area aerospace and hardware engineering talent community that you can activate immediately.
• Experience recruiting for both salaried engineering roles and hourly manufacturing or technician positions — comfortable spanning the full spectrum of Space Systems hiring.

Application Deadline:

June 25, 2026 by 11:59p / 23:59 CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location. The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role:

Planet is scaling aggressively — growing our go-to-market engine, expanding into new customer segments, and building the corporate infrastructure to support a company that is transitioning from early adopter traction to mainstream market leadership. The teams that make this possible — Sales, Business Development, Marketing, Finance, Legal, People, and Company Operations — are all hiring simultaneously, and they need a recruiting partner who can move fluidly across these very different functions while maintaining quality and speed.

As a Talent Acquisition Partner aligned to the Commercial & G&A pod, you will own full-cycle recruiting across the broadest portfolio of role types on the TA team. In a single quarter, you may be sourcing enterprise Account Executives, closing a Marketing search, filling a Senior Financial Analyst role, and recruiting a Contracts Manager — each with different hiring manager expectations, candidate profiles, and market dynamics. The through-line is your ability to learn any function quickly, calibrate with hiring managers efficiently, and deliver candidates who raise the bar.

This is a pod-based role with persistent alignment, meaning you will build lasting relationships with the leadership teams across Commercial and G&A — understanding their organizational structures, growth plans, and talent gaps so you can anticipate demand rather than react to it. You will work alongside a Manager of TA who leads the pod and carries his own requisition load, creating a two-person team that can balance workload and share market intelligence across the portfolio.

You will report to and partner closely with your pod lead, while working with Talent Operations to deliver against quarterly hiring targets across all Commercial and G&A functions.

This role is based in Washington, DC, where a significant portion of Planet's Commercial and G&A leadership operates. This is a full-time, temporary position is expected to last 12 months with potential to be Permanent. This is a hybrid role which will require you to work from our D.C. office in Arlington, VA 3 days per week.

Impact You’ll Own:

• Own full-cycle recruiting for roles across Commercial and G&A — including Sales, Business Development, Marketing, Finance, Legal, People, and Company Operations — managing the widest variety of role types on the TA team.
• Manage 10–15 concurrent requisitions spanning a diverse portfolio, from revenue-generating go-to-market roles to corporate functions, adapting your sourcing strategy, candidate assessment approach, and stakeholder communication to each function's unique requirements.
• Build trusted partnerships with hiring managers across multiple departments — learning their team structures, business objectives, and hiring preferences so you become the first call when a new need emerges, not an afterthought when a requisition is already overdue.
• Develop fluency across multiple talent markets simultaneously — understanding what makes a great enterprise sales hire different from a great finance hire, where to find government contracts specialists, and how to assess marketing leadership candidates, all within the same quarter.
• Partner with your pod lead to balance workload across the Commercial & G&A portfolio, jointly managing capacity during peak hiring periods and ensuring continuity of coverage when demand surges in any single function.
• Maintain accurate pipeline data in Greenhouse, run structured pipeline reviews, and use data to identify bottlenecks, forecast delivery, and adjust strategies in real time.
• Serve as a candidate experience champion across all of your functions — ensuring that whether someone is interviewing for an Account Executive role or a Senior Counsel position, the process is professional, well-organized, and reflects Planet's values.
• Contribute market intelligence back to the broader TA team — sharing insights on compensation trends, competitive hiring activity, and sourcing strategies that may apply beyond your pod.

What You Bring:

• 6+ years of full-cycle recruiting experience, with success hiring across multiple corporate functions — not just one vertical. You have recruited for go-to-market roles and corporate functions, ideally within the same organization.
• Bachelor’s degree in a relevant field.
• Experience recruiting in a technology company environment where commercial hiring is tied to revenue growth — you understand the urgency behind sales hiring and the strategic importance of getting corporate functions right as a company scales.
• Ability to context-switch rapidly between very different role types and stakeholder profiles without sacrificing quality.
• Solid business acumen that allows you to understand how each function contributes to the company's growth.
• Sourcing skills across diverse talent markets — you know how to find enterprise sales professionals, corporate finance leaders, government contracts specialists, and marketing executives without relying solely on inbound applications.
• Proficiency with Greenhouse or a comparable enterprise ATS, including pipeline management, reporting, and structured interview workflows.
• Excellent judgment on candidate assessment across different functions — you can calibrate quickly with a hiring manager, push back constructively on unrealistic requirements, and recognize transferable skills that others might miss.
• Solid communication and relationship management skills — you will be a primary point of contact for hiring managers across many departments and need to maintain trust and credibility with all of them simultaneously.

What Makes You Stand Out:

• Experience recruiting for government-adjacent or defense-related commercial roles, particularly in business development, capture management, or government contracts — understanding the unique profile of candidates who sell into federal and intelligence agencies.
• Experience in aerospace, satellite, earth observation, or geospatial technology companies where the commercial team sells complex, technical products to a mix of government and enterprise customers.
• Familiarity with recruiting for distributed teams across multiple US offices and time zones, with an understanding of how location strategy affects candidate pools and compensation.
• Experience working in a pod-based or business unit-aligned recruiting model where you developed multi-functional expertise over time rather than specializing in a single domain.

Application Deadline:

June 25, 2026 by 11:59p / 23:59 CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location.  The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role:

Planet is in the middle of its most ambitious hiring year — onboarding hundreds of new team members across San Francisco, Washington DC, Berlin, and remote locations worldwide. Behind every hire is a set of operational workflows that need to run flawlessly: requisition approvals, interview coordination, offer processing, compliance checks, onboarding handoffs, and program management for specialized hiring tracks like our global intern program. The Talent Operations team is responsible for all of it — and we are looking for a Talent Operations Partner to step in and own critical pieces of that work.

As Talent Operations Partner, you will serve two primary functions. First, you will own and manage Planet’s intern and early talent program end-to-end — from requisition management and candidate coordination through onboarding, program programming, and offboarding. This is a visible, cross-functional program that touches hiring managers across every department and gives early-career candidates their first experience of Planet. Second, you will contribute directly to the Talent Operations roadmap, a portfolio of process improvement and systems projects that are actively reshaping how Planet manages the hiring lifecycle. 

This role sits at the intersection of program management, process design, and recruiting operations. You will need to be equally comfortable running the logistics of an intern cohort and digging into ATS workflow configuration. The common thread is operational excellence — you care about whether things run smoothly, you notice when they don’t, and you fix them before someone has to ask.

You will report to the Senior Manager, Talent Operations and work as part of a team that includes Talent Operations, Recruiting Coordinators, and a Working Student. Together, this team ensures that Planet’s recruiting infrastructure scales in step with the company’s growth. This is a full-time, hybrid role which will require you to work from our San Francisco office 3 days per week.

Impact You’ll Own:

• Own and manage Planet’s intern and early talent program end-to-end — including requisition intake, candidate coordination, offer processing, onboarding logistics, program events and content, manager enablement, and offboarding workflows.
• Serve as the primary point of contact for hiring managers and interns throughout the program lifecycle — ensuring hiring managers know what to expect and interns have a structured, high-quality experience from day one through final presentations.
• Partner with Talent Acquisition Partners to coordinate intern recruiting timelines, track pipeline progress across departments, and ensure all intern offers are processed accurately and on time.
• Contribute to the Talent Operations roadmap by owning or supporting key projects, with an immediate focus on the headcount approval workflow redesign — documenting the current process, mapping the ideal state, building automated workflows, and creating stakeholder-facing documentation.
• Maintain and improve ATS (Greenhouse) workflows and configurations related to intern hiring, offer approvals, and operational reporting — ensuring data integrity and process consistency across all hiring tracks.
• Support SLA monitoring and compliance by tracking scorecard submission timelines, offer approval turnaround, and other operational metrics — flagging risks early and following up with stakeholders to keep processes on track.
• Create and maintain process documentation in the talent operations knowledge base — ensuring that intern program playbooks, approval workflows, and operational procedures are current, clear, and accessible to the recruiting team and hiring managers.
• Coordinate cross-functionally with People Operations, People Business Partners, and the L&D team on intern onboarding, compliance requirements, and program content that connects interns to Planet’s mission and culture.
• Support additional recruiting operations projects as capacity allows — including AI tool deployment, global process standardization, interview process documentation, and reporting enhancements.
• Identify operational inefficiencies and propose improvements.

What You Bring:

• Bachelor’s Degree
• 2+ years of professional experience in recruiting operations, talent operations, HR operations, or program coordination at a technology company or similarly dynamic environment.
• Experience managing or supporting an intern, early talent, or campus recruiting program — including the logistics, stakeholder communication, and coordination required to run a multi-department cohort program smoothly.
• Familiarity with applicant tracking systems, including data entry, workflow navigation, reporting, and basic configuration.
• Effective project management skills: you can manage multiple concurrent workstreams, track deliverables and deadlines, and communicate progress to stakeholders without being micromanaged.
• Effective organizational skills and attention to detail — recruiting operations is a high-volume, high-precision function where small errors in offer letters, approval chains, or compliance documentation create real downstream problems.
• Clear written and verbal communication skills — you will draft process documentation, communicate with hiring managers across the company, and correspond with intern candidates who are forming their first impression of Planet.
• A process improvement mindset — you don’t just run the process, you question whether it’s the right process. You look for bottlenecks, redundancies, and manual steps that could be automated or eliminated.
• Comfort working in a team that is actively building and improving its own infrastructure — the Talent Operations function is evolving, and you need to be energized by contributing to that build rather than expecting a fully mature playbook.

What Makes You Stand Out:

• Experience with headcount planning or approval workflow tools and an understanding of how requisition approval processes connect to HRIS and finance systems.
• Previous experience building or redesigning an operational process from scratch — documenting current state, proposing improvements, and implementing changes with measurable results.
• Familiarity with intern program best practices including cohort programming, manager enablement, structured feedback cycles, and conversion-to-hire tracking.
• Experience working with global hiring operations, particularly coordinating intern or early talent programs that span multiple offices or geographies.
• Exposure to recruiting metrics and reporting — you have pulled reports from an ATS, built tracking spreadsheets, or contributed to operational dashboards that inform team decision-making.
• Experience with Greenhouse, the applicant tracking system.

Application Deadline:

June 6, 2026 by 11:59pm PT

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location.  The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role:

Planet designs, builds, and launches the largest fleet of Earth-imaging satellites in history — and the Space Systems organization is where that hardware comes to life. From satellite manufacturing and integration to RF engineering, thermal design, power systems, and deployable structures, this team is responsible for the physical infrastructure that makes global daily imaging possible. As we scale production for our next-generation constellations and stand up a second manufacturing hub in Berlin, the hiring demand across Space Systems is the largest and most technically complex in the company.

As a Talent Acquisition Partner embedded in the Space Systems pod, you will own full-cycle recruiting for roles spanning hardware engineering, manufacturing operations, satellite integration and test, and specialized technical disciplines. You will develop deep domain expertise in the talent markets that matter most — learning the difference between an RF systems engineer and an optical designer, understanding why FPGA firmware experience matters for satellite avionics, and knowing which companies and programs produce the candidates our hiring managers need.

This is a pod-based role, meaning your alignment to Space Systems is persistent — not rotational. You will build lasting relationships with hiring managers across the organization, develop a point of view on their teams and talent needs, and become a trusted partner who can anticipate demand rather than just react to it. You will work alongside a senior Talent Acquisition Partner who brings deep institutional knowledge of Space Systems hiring.

This role is based in San Francisco, where Planet's headquarters and primary satellite manufacturing facility are located. Proximity to the Space Systems team, the manufacturing floor, and the engineering labs matters — it allows you to build credibility with hiring managers, attend design reviews and team events, and develop the contextual understanding that separates a great technical recruiter from a generalist filling reqs.

You will report to the Senior Manager, Talent Acquisition and partner closely with your pod teammate, and Talent Operations to deliver against quarterly hiring targets while maintaining a high-quality candidate experience.

This is a full-time, hybrid role which will require you to work from our San Francisco office 3 days per week.

Impact You’ll Own:

• Own full-cycle recruiting for Space Systems roles — from intake and sourcing strategy through offer negotiation and close — across hardware engineering, manufacturing, satellite integration and test, and specialized technical disciplines.
• Manage a requisition load of 10–15 active searches at a time, spanning a wide range of engineering specialties including mechanical, electrical, RF, thermal, power, FPGA, and manufacturing operations.
• Build deep, trusted partnerships with Space Systems hiring managers — learning their team structures, technical requirements, and growth plans so you can anticipate hiring needs and proactively build pipeline before requisitions open.
• Develop domain expertise in aerospace and hardware engineering talent markets — understanding where top candidates come from, what motivates them, and how Planet's mission and technical challenges differentiate us from competitors.
• Collaborate with your pod teammate to balance workload across the Space Systems portfolio, share market intelligence, and ensure coverage continuity during peak hiring periods or planned absences.
• Maintain accurate pipeline data in Greenhouse, run structured pipeline reviews, and use data to identify bottlenecks, adjust sourcing strategies, and forecast delivery against quarterly targets.
• Champion candidate experience throughout the process — ensuring timely communication, well-prepared interview panels, and a close process that reflects the quality of the organization candidates are joining.
• Contribute to the broader TA team's evolution by sharing best practices from technical recruiting, participating in process improvement initiatives, and helping refine interview frameworks for engineering roles.

What You Bring:

• 4+ years of full-cycle recruiting experience, with meaningful time spent hiring for hardware engineering, manufacturing, or other technical disciplines in aerospace, defense, automotive, or adjacent industries.
• Bachelor’s Degree in a relevant field.
• Ability to source and close passive candidates in competitive technical markets where talent pools are limited and candidates have multiple offers.
• Experience managing a high-volume requisition load (10+ concurrent searches) while maintaining quality pipeline activity and consistent hiring manager communication.
• Solid technical fluency — you don't need to be an engineer, but you need to credibly discuss the difference between analog and digital circuit design, understand what a thermal vacuum test is, and learn new technical domains quickly.
• Experience partnering with sourcers or coordinating with external agencies to build pipelines for hard-to-fill roles, with a clear point of view on when to self-source versus leverage support.
• Proficiency with Greenhouse or a comparable ATS, including pipeline management, reporting, and structured interview workflows.
• Excellent judgment on candidate assessment — you can calibrate quickly with a hiring manager, push back constructively on unrealistic requirements, and advocate for strong candidates who might not check every box.
• Solid organizational skills and attention to detail — you manage multiple concurrent processes without letting candidates or hiring managers fall through the cracks.

What Makes You Stand Out:

• Direct experience recruiting for satellite, spacecraft, or launch vehicle programs — you understand the engineering disciplines, the clearance requirements, and the competitive landscape.
• Familiarity with export control and ITAR compliance as it relates to recruiting — understanding how citizenship and clearance requirements shape candidate pools and sourcing strategies.
• Experience recruiting for manufacturing operations roles (technicians, integration specialists, test engineers) in addition to design engineering — comfortable spanning the full spectrum from hourly to senior IC.
• Track record of hiring in the San Francisco Bay Area aerospace and hardware ecosystem, with an existing network in the local talent community.
• Experience working in a pod-based or business unit-aligned recruiting model where you developed deep domain expertise over time rather than rotating across functions.

Application Deadline:

June 25, 2026 by 11:59p / 23:59 CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location.  The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role:

Planet is executing one of its most ambitious hiring years — onboarding hundreds of new team members across multiple geographies to deliver on our growth plan, launch a second manufacturing hub in Berlin, and scale our Earth intelligence products to market. Behind every hire is a complex operational machine: ATS workflows, interview scheduling, offer approvals, compliance checks, onboarding handoffs, and dozens of process touchpoints that determine whether a candidate has a world-class experience or drops out of the funnel.

As Senior Manager, Talent Operations, you will own that machine. You will lead a team of operations specialists, recruiting coordinators, and support staff that keeps the entire hiring lifecycle running smoothly — from requisition creation through offer acceptance. You will drive the Talent Operations Roadmap, which includes active projects spanning AI interview assessment tool deployment, global process standardization, headcount approval flow redesign, SLA audits, and interview process documentation.

This role sits at the intersection of process design, technology, compliance, and candidate experience. You will be responsible for ensuring that our operational infrastructure scales at the same pace as our hiring ambitions — and that every touchpoint in the recruiting process reflects the quality and rigor candidates expect from a company building technology that monitors the entire planet.

This role reports directly to the Senior Director of Talent Acquisition and Talent Management. You will partner closely with the Senior Manager, Talent Acquisition to ensure that the operational data flowing out of your systems — pipeline velocity, stage conversion rates, scheduling throughput — feeds directly into the capacity model that drives recruiting resource allocation.

This is a critical role. This hire will immediately unblock a significant body of work and drive operational leadership to a function that touches every hire the company makes.

This is a full-time, hybrid role which will require you to work from our Washington D.C. office 3 days per week.

Impact You’ll Own:

• Own and execute the Talent Operations Roadmap — a portfolio of active projects including AI assessment tool evaluation and rollout, global process standardization, headcount approval flow redesign, SLA audit and enforcement, and interview training program development.
• Lead and develop a team of operations and coordination professionals across multiple offices, setting priorities, coaching on operational excellence, and ensuring coordination coverage meets the needs of a growing recruiting team.
• Drive scorecard SLA compliance to target by implementing process controls, automated reminders, and accountability mechanisms within the ATS — turning a lagging metric into a leading indicator of interview quality.
• Reduce time-to-fill by identifying and streamlining operational bottlenecks — particularly in interview scheduling, offer approval workflows, and pre-offer document processing.
• Operationalize the selected AI interview assessment tool across the full recruiting team, including training, change management, hiring manager onboarding, and usage analytics tracking.
• Own ATS administration, configuration, and optimization — including custom workflows, approval chains, reporting dashboards, offer templates, and compliance-driven fields for global hiring across multiple entities and geographies.
• Lead the headcount approval flow redesign — documenting the current state, mapping the ideal state, building automated workflows, and launching with clear communication and documentation.
• Ensure onboarding compliance for all new hires across multiple geographies, working closely with People Operations to hand off candidates cleanly and verify all pre-hire documentation including background checks, export control clearances, work authorization, and international entity requirements.
• Build and maintain the talent operations knowledge base — ensuring all processes, policies, and SLAs are documented, current, and accessible to the recruiting team and hiring managers.
• Partner with the Senior Manager, Talent Acquisition to provide the operational data that feeds the capacity model — including pipeline velocity metrics, stage conversion rates, and scheduling throughput — so that resource allocation decisions are grounded in real process performance.

What You Bring:

• 6+ years of experience in talent operations, or HR operations.
• 4+ years managing a team of coordinators and operations specialists at a scaling technology company.
• Deep expertise with Greenhouse ATS or a comparable enterprise applicant tracking system, including administration, workflow configuration, custom reporting, and integration management.
• Experience driving SLA compliance and process adherence across a distributed recruiting team — you have built the dashboards, set the targets, and held people accountable.
• Experience managing recruiting coordination at scale (100+ hires per quarter), including complex multi-timezone scheduling, onsite coordination, and high-volume offer processing.
• Track record of successfully deploying new recruiting technology — AI tools, scheduling automation, assessment platforms — with measurable adoption and impact metrics.
• Project management capability to run multiple concurrent workstreams (roadmap execution, tool deployment, process redesign) without dropping priorities.
• Experience with global hiring operations, particularly EMEA compliance, offer letter localization, and navigating local employment requirements.
• Data-oriented mindset — you use pipeline metrics, SLA data, and process analytics to identify bottlenecks and make decisions, not intuition alone.

What Makes You Stand Out:

• Experience supporting a German entity setup, including familiarity with German employment compliance.
• Background in aerospace, hardware, or manufacturing recruiting operations where compliance requirements such as export control and security clearances add operational complexity.
• Experience with headcount planning and approval workflow tools that integrate with HRIS and finance systems.
• Lean Six Sigma, PMP, or similar process improvement credentials that demonstrate operational rigor.
• Experience building or rebuilding a talent operations function from the ground up — including establishing SLAs, standing up reporting, and creating documentation where little or none existed.

Application Deadline:

June 25, 2026 by 11:59p / 23:59 CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location.  The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role:  

Planet is entering its most ambitious growth phase — scaling our team globally to deliver on the next generation of Earth observation technology, expand manufacturing operations, and bring new intelligence products to market. Talent Acquisition is at the center of that growth, and this role exists to ensure we have the strategy, structure, and capacity to deliver.

As Senior Manager, Talent Acquisition, you will serve as the functional leader of the TA team. You will own the operating model that determines how recruiting resources are allocated against business demand — building and maintaining the capacity planning framework, and directing the external partner ecosystem that extends our reach into specialized and global talent markets. You will lead the transition from a reactive, generalist recruiting model to a proactive, domain-aligned pod structure where talent partners develop deep expertise in the business areas they support.

This is not a role that sits above the work — you will carry a light strategic requisition load focused on senior-level and cross-functional searches that benefit from experienced attention. But your primary impact is system-level: ensuring every talent partner on the team is positioned to deliver at maximum effectiveness against a clearly defined hiring plan.

You will directly manage a team of Talent Partners and Sourcers across multiple business-aligned pods, set quarterly delivery targets, and coach your team on hiring manager partnership, pipeline strategy, and candidate experience. A Manager of TA focused on delivery execution will report to you, giving you a leadership layer that allows you to balance people management with strategic planning.

This role reports to the Senior Director of Talent Acquisition and Talent Management, and partners closely with Finance, People Business Partners, and business leadership to translate workforce plans into executable recruiting strategies. You will be a key voice in headcount planning conversations, bringing data-driven perspectives on what is achievable, where risks exist, and how to deploy resources for maximum impact.

This is a full-time, hybrid role which will require you to work from our San Francisco office 3 days per week.

Impact You’ll Own:

• Lead the Talent Acquisition function, setting the strategic direction for how Planet attracts, evaluates, and hires talent across all business units and geographies.
• Build and maintain a quarterly capacity model that maps talent partner delivery against business hiring demand, identifying gaps and surplus before they affect outcomes.
• Implement and activate a pod-based recruiting model where Talent Partners are aligned to specific business domains, building the hiring manager relationships and technical knowledge needed to consistently source and close top talent.
• Directly manage Talent Partners and Sourcers, setting delivery expectations, running pipeline reviews, and coaching on sourcing strategy, candidate engagement, and offer negotiation.
• Own the external partner ecosystem — activating and managing relationships with staffing agencies, search firms, contract recruiting partners, and RPO vendors to extend capacity into specialized markets and geographies where internal reach is limited.
• Develop and maintain TA analytics and reporting — including pipeline health, time-to-fill trends, source-of-hire effectiveness, SLA adherence, and quarterly capacity forecasts — to give leadership clear visibility into hiring performance and risk.
• Partner with the workforce planning function to translate business headcount demand into TA resource requirements, ensuring the team is right-sized as demand evolves quarter to quarter.
• Drive continuous improvement in recruiting operations by identifying process bottlenecks, advocating for tooling investments, and partnering with Talent Operations to streamline the candidate and hiring manager experience.
• Carry a small portfolio of strategic requisitions — typically Director-level and above or highly complex cross-functional searches — modeling the candidate experience and hiring standards you expect from the broader team.

What You Bring:

• 6+ years of progressive talent acquisition experience.
• 4+ years in a leadership role managing a team of talent partners or talent partners at a scaling technology company.
• Experience building and operating a capacity planning or workforce planning model that connects talent partner headcount and delivery capacity to business hiring targets.
• Experience designing or operating a pod-based, domain-aligned, or business unit-embedded recruiting model — not just generalist delivery-on-demand.
• Solid analytical skills with the ability to build dashboards, interpret pipeline data, and translate recruiting metrics into strategic recommendations for leadership.
• Experience managing external recruiting partners (agencies, RPOs, contract talent partners) and knowing when and how to activate them effectively without over-reliance.
• Ability to recruit and close senior-level candidates directly, particularly in competitive technical markets.
• Excellent communication skills — you can present a staffing strategy to a VP of Finance, coach a talent partner through a difficult close, and partner with a hiring manager on role scoping in the same day.

What Makes You Stand Out:

• Experience in aerospace, defense, hardware engineering, or deep-tech industries where talent pools are small, specialized, and highly competitive.
• Familiarity with global hiring — particularly in EMEA or APJ — including works councils, local compliance requirements, and international compensation structures.
• Experience deploying AI-powered recruiting tools (sourcing automation, interview intelligence, analytics platforms) and integrating them into team workflows to improve efficiency and quality.
• Background that includes management consulting, FP&A, or program management — demonstrating comfort with financial modeling and structured problem-solving beyond traditional recruiting.
• Experience supporting a company through a significant scaling inflection point, such as doubling headcount within a fiscal year or standing up recruiting operations in a new geography.

Application Deadline:

June 25, 2026 by 11:59p / 23:59 CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Comprehensive Medical, Dental, and Vision plans
• Health Savings Account (HSA) with a company contribution
• Generous Paid Time Off in addition to holidays and company-wide days off 
• 16 Weeks of Paid Parental Leave
• Wellness Program and Employee Assistance Program (EAP)
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity
• Commuter Benefits (if local to an office)
• Volunteering Paid Time Off

Compensation:

The US base salary range for this full-time position at the commencement of employment is listed below.  Additionally, this role might be eligible for discretionary short-term and long-term incentives (bonus and equity). The final salary range is determined by job related experience, skills and location.  The range displays our typical hiring range for new hire salaries in US locations only.  Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

About the Role: 

Planet is building its second global satellite manufacturing hub in Berlin — and with it, rapidly scaling a European team that spans manufacturing operations, hardware engineering, commercial functions, and corporate support. The EMEA hiring plan is one of the most concentrated growth areas in the company, and the quality of our pipeline is the single biggest determinant of whether we hit our targets. We need a dedicated Sourcer in Berlin to build the candidate pipelines that fuel this growth.

As Sourcer for EMEA, you will be responsible for identifying, engaging, and qualifying passive candidates for roles across Planet's European footprint. Your primary focus will be the Berlin hub — manufacturing engineers, satellite integration and test specialists, hardware designers, and operations professionals — but you will also build pipeline for commercial and corporate roles across the region as demand requires. You are not filling requisitions yourself; you are building the top of the funnel so that our Talent Acquisition Partners can focus on assessment, hiring manager partnership, and closing.

This role requires genuine talent market expertise in the European engineering and manufacturing landscape. You will need to know where to find candidates with satellite, aerospace, or precision manufacturing experience in Germany and across Europe — which companies produce them, which universities develop them, which professional communities they belong to, and what motivates them to consider a move. You will map talent pools proactively, build relationships with passive candidates over time, and create a pipeline that is ready when requisitions open rather than starting from scratch every time.

You will work closely with the EMEA Talent Acquisition Partners, sharing market intelligence and calibrating on candidate profiles so that the candidates you deliver are well-matched to hiring manager expectations. You will report to the Senior Manager, Talent Acquisition, who directs sourcing effort across all pods based on where the biggest pipeline gaps exist each quarter. While your primary alignment is EMEA, your sourcing focus may shift across role types and business areas as demand evolves — the constant is your market, not a single function.

This is a full-time, hybrid role which will require you to work from our Berlin office and manufacturing facility 3 days per week.

Impact You’ll Own:

• Build and maintain candidate pipelines for EMEA roles across engineering, manufacturing, and commercial functions — with a primary focus on the Berlin hub's hardware engineering and manufacturing operations hiring needs.
• Proactively map the European talent landscape for Planet's hardest-to-fill disciplines — identifying target companies, academic programs, professional communities, and talent concentrations that produce the candidates our hiring managers need.
• Source and engage passive candidates through direct outreach, leveraging LinkedIn, professional networks, industry events, referral channels, and creative sourcing strategies tailored to the European market.
• Qualify candidates through initial screening conversations — assessing technical background, motivation, location preferences, compensation expectations, and cultural fit before advancing them to the Talent Acquisition Partner.
• Partner with the EMEA Talent Acquisition Partner to calibrate on role requirements, share market intelligence, and ensure a tight feedback loop between sourcing output and hiring manager expectations.
• Build evergreen pipelines for recurring role types — particularly manufacturing technicians, integration and test engineers, and hardware design engineers — so that pipeline is ready before requisitions open rather than built reactively.
• Track and report on sourcing metrics including outreach volume, response rates, screening-to-interview conversion, and source-of-hire attribution — using data to continuously refine your approach and demonstrate pipeline impact.
• Coordinate with the North America-based Sourcer to share sourcing strategies, coordinate on candidates who may be open to relocation, and maintain a consistent candidate experience across geographies.
• Contribute to sourcing tooling and process improvement — sharing what works in the European market, testing new outreach channels, and helping build a sourcing playbook that scales as the EMEA team grows.

What You Bring:

• 4+ years of sourcing or recruiting experience, with a meaningful portion focused on engineering, manufacturing, or technical roles in the European market.
• Bachelor’s Degree in a relevant field.
• Ability to source passive candidates for hard-to-fill technical roles — you have built pipelines in competitive talent markets where the best candidates are not actively looking and require sustained, thoughtful engagement.
• Solid knowledge of the European engineering talent landscape — you understand where hardware, manufacturing, and aerospace talent concentrates geographically, which employers are the primary talent sources, and how the European job market differs from North America.
• Excellent candidate engagement skills — your outreach messages get responses because they are personalized, relevant, and demonstrate genuine understanding of the candidate's background and potential fit.
• Experience using LinkedIn Recruiter, Boolean search, and alternative sourcing channels effectively — you have a toolkit beyond basic keyword searches and can find candidates that others miss.
• Solid written and verbal communication skills.
• A data-oriented approach to sourcing — you track your own metrics, understand your conversion rates at each stage, and use that data to adjust your strategy rather than relying on volume alone.
• Ability to work independently, manage your own pipeline, and prioritize across multiple open sourcing projects without losing momentum on any of them.

What Makes You Stand Out:

• Direct experience sourcing for aerospace, satellite, or precision manufacturing roles in Germany or broader Europe — you already have networks and market maps in the disciplines Planet hires for.
• Experience supporting a manufacturing facility buildout or ramp, where hiring velocity and pipeline readiness were critical to operational timelines.
• Familiarity with the Berlin technology and engineering talent ecosystem specifically — including knowledge of local employers, university programs, and professional communities.
• Experience sourcing for roles that require security clearances, export control compliance, or other regulatory constraints that limit the eligible candidate pool.
• Track record of building referral networks and talent communities — you don't just find individual candidates, you build relationships that generate ongoing pipelines over time.

Application Deadline:

June 22, 2026 by 23:59 / 11:59p CET (Central European Time)

Benefits While Working at Planet:

These offerings are dependent on employment type and geographical location, based upon applicable law or company policy.

• Paid time off including vacation, holidays and company-wide days off 
• Employee Wellness Program 
• Home Office Reimbursement
• Monthly Phone and Internet Reimbursement
• Tuition Reimbursement and access to LinkedIn Learning
• Equity 
• Volunteering Paid Time Off