Build your team.
Your mission doesn’t need a CV pile. It needs the right people, assembled by operators who understand the environment they’ll work in.
Why this hire is different.
A wrong hire on a mission-critical programme doesn’t cost you a quarter. It costs you a launch window, a milestone, or a mission.
Generalist recruiters can source CVs. They can’t tell a genuine AOCS engineer from someone who’s worked adjacent to control systems, or judge whether a flight-software candidate has actually shipped code that flew. We work exclusively in this space because the difference between “looks right on paper” and “can actually do the job” is where most hiring processes fail.
How we build your team
Six stages, evolved from the Operator Advantage method behind UAV Talent.
Understand the mission
We go deep on operational objectives, programme constraints and the capability gap you’re actually trying to close – not the job title.
Map the capability gap
We translate mission requirements into the specific technical competencies, seniority and clearance profile the role demands.
Access the network
We draw on a private network of GNC, flight software, avionics, autonomy and mission-ops specialists built over years, not sourced cold.
Assess technical & cultural fit
Operators assess operators. We test technical depth and programme fit before a candidate ever reaches your desk.
Build the team
We assemble complete, complementary teams designed to execute from day one – not a stack of unconnected CVs.
Support long-term capability
We stay engaged beyond the hire, helping you scale capability as the programme matures.
Who we work with
Satellite & launch primes
Manufacturers and launch providers scaling GNC, AIT/AIV and mission-ops teams across programme phases.
New-space & constellations
Fast-scaling teams that need senior technical hires without a lengthy in-house search function.
Defence & national programmes
Sensitive, often clearance-gated searches handled with full discretion.
What you get
- A dedicated operator who understands your discipline, not a generic account manager
- Candidates who’ve been technically assessed before you see them
- Confidential handling of sensitive or clearance-gated searches
- Market intelligence on availability, salary benchmarks and competitor hiring
- A team built to work together, not a pile of disconnected CVs
Tell us about the role
A short brief is enough to start – discipline, seniority, and what’s driving the hire. We’ll take it from there.
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