---
title: 'Recruiting Manager, Engineering at Divergent'
canonical: 'https://feeny.ai/job/recruiting-manager-engineering-divergent-torrance-california-ww52qvvfejg3'
type: 'job'
last_seen: '2026-09-26'
---

# Recruiting Manager, Engineering at Divergent

- **Company:** Divergent
- **Location:** Torrance California, United States
- **Compensation:** $128k–$203k
- **Posted:** 2026-09-23
- **Last confirmed live:** 2026-09-26
- **Apply:** https://job-boards.greenhouse.io/divergent/jobs/5433077008

## Job description

Divergent is building the new industrial age. Every day, our teams design, manufacture, and assemble advanced systems for some of the world’s most demanding industries. Our integrated engineering and manufacturing platform transforms complex designs into production-ready solutions, helping customers move faster, build smarter, and deliver critical systems when they matter most. Divergent is a qualified Tier 1 supplier to global automotive OEMs and supports leading U.S. aerospace and defense companies.

Join us and help push the boundaries of what can be built.

Purpose

Divergent is seeking a Recruiting Manager, Engineering to lead and develop the recruiting team responsible for hiring exceptional engineering and technical talent across the organization.

This is a hands-on, player-coach role that combines people leadership with full-cycle recruiting. In addition to managing and developing a team of engineering recruiters, you will personally own a portfolio of engineering requisitions and be responsible for sourcing, screening, managing candidates through the interview process, and closing hires.

The ideal candidate is an experienced recruiting leader who enjoys both leading a team and recruiting. You understand how to identify and engage highly specialized engineering talent and can operate effectively in a fast-paced hardware, manufacturing, aerospace, automotive, robotics, or deep-tech environment.

## The Role

Lead & Develop the Engineering Recruiting Team

- Lead, coach, and develop a team of recruiters supporting engineering and technical hiring across Divergent.
- Establish clear expectations for recruiter performance, pipeline management, candidate experience, hiring-manager partnership, and recruiting execution.
- Conduct regular 1:1s, pipeline reviews, and performance discussions with recruiters.
- Develop recruiter capabilities in technical sourcing, candidate assessment, stakeholder management, closing, and data-driven recruiting.
- Allocate requisitions and recruiting resources based on business priorities, hiring volume, role complexity, and recruiter capacity.
- Create accountability around recruiting commitments, follow-up, data accuracy, and results.
- Provide hands-on coaching and support on difficult searches, candidate situations, and hiring-manager challenges.

Own & Recruit Engineering Requisitions

- Maintain an active requisition load while managing the engineering recruiting team.
- Personally own full-cycle recruiting for assigned engineering positions, including critical, senior-level, specialized, and difficult-to-fill searches.
- Partner directly with hiring managers to conduct intake meetings, define candidate profiles, establish interview processes, and develop recruiting strategies.
- Proactively source and engage passive engineering talent through LinkedIn Recruiter, Greenhouse, referrals, targeted research, networking, and other sourcing channels.
- Review applicants and conduct recruiter screens to assess technical alignment, relevant experience, career motivations, compensation expectations, location or relocation considerations, timing, and applicable employment requirements.
- Build and maintain strong candidate pipelines for current and anticipated engineering needs.
- Manage candidates throughout the interview process, maintaining consistent communication and driving timely decisions and feedback.
- Partner with hiring managers, Compensation, People Operations, and leadership to develop offer strategies and successfully close candidates.
- Maintain a high-quality candidate experience from initial outreach through offer acceptance and onboarding handoff.

Drive Engineering Recruiting Strategy

- Partner with Engineering leadership and hiring managers to understand workforce plans, hiring priorities, technical requirements, and anticipated talent needs.
- Translate business priorities into clear recruiting strategies and execution plans.
- Help leaders prioritize requisitions based on business criticality, hiring timelines, available recruiting capacity, and talent-market conditions.
- Develop sourcing strategies for difficult-to-fill and highly specialized engineering positions.
- Identify relevant talent pools, companies, industries, and geographic markets for priority searches.
- Build scalable talent pipelines for recurring and future engineering needs.

Drive Recruiting Performance

- Establish and monitor recruiting performance metrics, including time to fill, aging requisitions, pipeline health, time in stage, sourcing activity, offer acceptance, and hiring-manager responsiveness.
- Regularly review individual recruiter pipelines and performance to identify where additional support, coaching, or recalibration is needed.
- Use recruiting data to identify bottlenecks, resource constraints, and opportunities to improve hiring outcomes.
- Communicate recruiting progress, risks, capacity constraints, and recommendations to Recruiting and Engineering leadership.
- Ensure the team maintains accurate and timely candidate, requisition, and activity data within Greenhouse.
- Balance the manager's own requisition workload with team capacity and changing business priorities.

Partner With Hiring Leaders

- Serve as a trusted recruiting partner to Engineering leaders and hiring managers.
- Lead recruiting intake and calibration discussions to ensure alignment on technical requirements, candidate profiles, interview plans, and hiring timelines.
- Coach hiring managers on effective candidate evaluation, interview practices, timely feedback, and competitive hiring processes.
- Identify situations where hiring criteria, compensation, interview processes, or market conditions are limiting the candidate pipeline and recommend appropriate adjustments.
- Provide talent-market insights and help leaders understand tradeoffs involving candidate availability, experience, compensation, location, and hiring timelines.
- Escalate recruiting roadblocks and recommend solutions when hiring progress is at risk.

Improve Recruiting Operations

- Continuously evaluate recruiting workflows and identify opportunities to improve speed, quality, scalability, and visibility.
- Develop consistent recruiter and hiring-manager practices across intake, sourcing, screening, interviewing, feedback, and offer management.
- Leverage recruiting technology, automation, and AI-enabled tools to improve recruiter productivity and candidate identification while maintaining appropriate human oversight.
- Partner across Recruiting, People Operations, Finance, Compensation, and business leadership to support workforce planning and hiring execution.

## Basic Qualifications

- Ability to lawfully access information and technology that is subject to US export controls
- 8+ years of full-cycle recruiting experience, with significant experience recruiting engineering or highly technical talent.
- 2+ years of experience directly managing, leading, or formally developing recruiters.
- Demonstrated success personally sourcing and closing difficult-to-find engineering talent.
- Experience simultaneously managing recruiters and carrying an active requisition workload strongly preferred.
- Experience supporting engineering organizations within industries such as aerospace, automotive, advanced manufacturing, robotics, hardware, defense, industrial technology, or other deep-tech environments.
- Strong technical sourcing skills with demonstrated success engaging passive candidates.
- Experience managing multiple hiring priorities and allocating recruiting resources based on business needs.
- Demonstrated ability to use recruiting metrics and data to identify problems and drive decisions.
- Strong stakeholder-management skills with the ability to partner effectively with senior leaders and technical hiring managers.
- Experience with applicant tracking systems and recruiting technology; Greenhouse and LinkedIn Recruiter experience strongly preferred.
- Strong written, verbal, organizational, and analytical skills.

## Preferred Qualifications

- Experience recruiting across multiple engineering disciplines, including mechanical, electrical, manufacturing, automation & controls, software, materials, structures, test, systems, or related technical functions.
- Experience supporting high-growth or rapidly scaling engineering organizations.
- Experience recruiting within a startup or similarly fast-paced environment where priorities and hiring needs evolve quickly.
- Experience developing recruiting dashboards, capacity models, or hiring-performance reporting.
- Experience implementing or evaluating recruiting technology, automation, AI-enabled sourcing, or candidate-assessment tools.
- Experience recruiting for positions subject to U.S. export-control requirements.

## Compensation

At Divergent, our pay range is based on the level of the job. For this role, we will consider candidates at levels M06 - M07 as evaluated through our interview process.

- M06 / Manager: $127,520 - $175,340
- M07 / Senior Manager: $147,940 - $203,420

Pay Range $127,520—$203,420 USD

What We Offer:

- Holistic Compensation Package: Enjoy a world-class compensation package that includes a competitive salary, equity plan, and discretionary results-based incentive bonus opportunities, ensuring you're truly valued for your contributions.
- Wellness and Time Off: Embrace a healthy lifestyle with paid vacation, sick time, and company holidays, including a year-end shutdown to recharge. We support growing families with paid parental leave, recognizing the importance of bonding time.
- Comprehensive Health and Wellness: Prioritize your well-being with our comprehensive health and wellness benefits, offering both HMO and Premium PPO options. Additionally, benefit from company-sponsored life insurance and short and long-term disability coverage for peace of mind.
- Investment in Growth: We're committed to your professional development. Take advantage of reimbursement opportunities for learning and development initiatives, empowering you to continuously expand your skill set and reach peak performance.
- Collaborative and High-Performing Environment: Join our collaborative, dynamic, and high-performing team within a fast-paced, mission-driven company. Together, we're disrupting the traditional manufacturing industry, fostering innovation, and integrating people and technology to reduce our footprint.

## Equal Employment Opportunity

Divergent is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected characteristic. Divergent provides affirmative action in employment for qualified Individuals with Disabilities and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act. [EEO Poster](https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12.pdf)

In order to adjust to changes in our business, it may become necessary to add, remove or modify certain duties and responsibilities, or to reassign you to another job position. From time to time you may be asked to work on special projects or to assist with other work. Your cooperation and assistance in performing such additional work is expected.

E-Verify: Right to Work Our company participates in [E-Verify](https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster_ES.pdf). E-Verify is a program that electronically confirms a candidate’s eligibility to work in the United States after completing the Employment Eligibility Verification (Form I-9). The information provided on the Form I-9 is compared to the records contained in the Social Security Administration and Department of Homeland Security (DHS) databases. This helps employers verify the identity and employment eligibility of newly hired employees. https://www.e-verify.gov/sites/default/files/IER_RightToWorkPoster.pdf | https://www.e-verify.gov/sites/default/files/everify/posters/IER_RighttoWorkPosterES.pdf

Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO) Pursuant to the Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO), we will consider for employment qualified applicants with arrest and conviction records.

No agencies, no solicitations, and no calls please.

## About Divergent

## Company Overview
- **One-liner**: Divergent provides a software-defined end-to-end digital manufacturing platform (DAPS™) that enables the design, additive manufacturing, and automated assembly of complex metal structures for aerospace, defense, and automotive applications.
- **Entity Type**: Private (Series E)
- **Headquarters**: Torrance, California, United States
- **Founded**: 2014
- **Founders**: Lukas Czinger (CEO & President)

## Core Business
- **Primary industries**: Aerospace & Defense, Automotive, Industrial Manufacturing
- **Target customers**: B2B – primarily large aerospace/defense primes (e.g., Raytheon, KAI, U.S. Army) and automotive OEMs; also government agencies (Missile Defense Agency, Department of Defense)
- **Mission**: To build the 21st century industrial base by delivering a software-defined production platform that enables faster development cycles, flexible manufacturing capacity, and resilient supply chains for mission-critical hardware. [divergent.us](https://www.divergent.us/)

## Products & Services
- **Divergent Adaptive Production System (DAPS™)**: A fully integrated software-hardware platform that combines AI‑enabled engineering design optimization, Laser Powder Bed Fusion (L‑PBF) 3D printing with application‑specific alloys, and a universal robotic assembly process that requires no design‑specific tooling. It allows different products to be produced on the same platform on the same day. [divergent.us](https://www.divergent.us/)
- **Design & Engineering Services**: Computational design, structural analysis, and optimization for complex metal structures.
- **Additive Manufacturing Production**: Qualified for U.S. Army ground vehicle parts and aerospace components; capable of producing mission‑critical hardware at scale.
- **Sustainment & Aftermarket**: Responsive, low‑cost production of replacement parts for legacy systems (e.g., naval systems with Raytheon). [linkedin.com](https://www.linkedin.com/company/divergent3d)

## Market Standing
- **Valuation**: Not publicly disclosed (conflicting reports on total funding – see below).
- **Key Metrics**:
  - **Annual Revenue**: $95M (as of 2026) [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - **Total Funding**: Conflicting reports – $895M (CB Insights) vs. $1.1B (LinkedIn). Latest round: $250M Series E led by Rochefort Management (closed Sep 2025). [cbinsights.com](https://www.cbinsights.com/company/divergent-microfactories) | [linkedin.com](https://www.linkedin.com/company/divergent3d)
- **Notable Investors/Partners**: Rochefort Management, Hexagon, Bridge Bank, John L. Thornton, Hedosophia, Apollo Future Mobility Group, Lateralus Ventures. Key partners include Raytheon (RTX), Mach Industries, Korea Aerospace Industries (KAI), U.S. Army, Missile Defense Agency. [linkedin.com](https://www.linkedin.com/company/divergent3d) | [cbinsights.com](https://www.cbinsights.com/company/divergent-microfactories)
- **Growth Signals**:
  - Headcount grew 53.8% YoY to 324 employees (as of mid‑2026). [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - Active job postings: 66 (monthly growth +46.7%, yearly +312.5%). [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - In Feb 2026, qualified for U.S. Army ground vehicle parts production using L‑PBF. [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - In Jan 2026, awarded a position on the Missile Defense Agency’s SHIELD IDIQ ($151B ceiling). [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - In Feb 2026, partnered with Mach Industries to move a clean‑sheet concept (Venom) to flight hardware in just 71 days. [linkedin.com](https://www.linkedin.com/company/divergent3d)
  - In Aug 2025, partnered with Raytheon to redesign and deliver critical naval systems using DAPS. [linkedin.com](https://www.linkedin.com/company/divergent3d)

## Competitive Advantages
- **Software‑defined manufacturing**: DAPS eliminates fixed tooling and upfront capex, enabling rapid design iteration and production of different parts on the same line.
- **Speed to production**: Demonstrated ability to go from concept to flight‑ready hardware in 71 days (Venom with Mach Industries).
- **Material & process agnostic**: Uses patented 3D printing processes and application‑specific alloys; has filed 53 patents covering 3D printing, manufacturing, and assembly. [cbinsights.com](https://www.cbinsights.com/company/divergent-microfactories)
- **Defense‑grade certifications**: Qualified for U.S. Army ground vehicle parts and holds positions on major defense contracts (SHIELD, etc.).
- **Vertical integration**: Covers design, printing, assembly, and sustainment in‑house, reducing supply chain risk.

## Strategic Focus
- **Scale manufacturing capacity**: Expanding DAPS factories in Torrance and Long Beach to meet growing defense and aerospace demand.
- **Deepen defense relationships**: Leveraging recent wins (SHIELD, Army qualification, Raytheon partnership) to become a prime supplier for mission‑critical hardware.
- **Accelerate new capabilities**: Continuing development of new alloys, larger‑format printing, and AI‑driven design optimization.
- **Expand into adjacent industries**: Automotive and industrial sectors remain secondary but active markets.

## Why Work Here
- **High‑growth environment**: Revenue of $95M with 53.8% headcount growth and a surge in job postings (66 open roles as of mid‑2026). Strong trajectory for career advancement.
- **Engineering‑centric culture**: 37% of employees in technical roles; heavy focus on software engineering, robotics, additive manufacturing, and structural analysis. [linkedin.com](https://www.linkedin.com/company/divergent3d)
- **Work location**: All current job listings are based in Torrance, California (on‑site). No explicit remote/hybrid policy found.
- **Compensation & culture**: Employee rating 3.7/5 (67 reviews) with compensation scored 4.1/5 and culture 3.3/5. [linkedin.com](https://www.linkedin.com/company/divergent3d)
- **Notable alumni flow**: Many employees come from SpaceX, Relativity Space, Northrop Grumman, Velo3D, and other advanced manufacturing / aerospace companies, indicating a high‑caliber peer group. [linkedin.com](https://www.linkedin.com/company/divergent3d)
- **Mission‑driven**: Opportunity to work on cutting‑edge digital manufacturing that directly impacts national defense and aerospace innovation.

## Sources
1. [divergent.us](https://www.divergent.us/)
2. [cbinsights.com](https://www.cbinsights.com/company/divergent-microfactories)
3. [linkedin.com](https://www.linkedin.com/company/divergent3d)
4. [job-boards.greenhouse.io](https://job-boards.greenhouse.io/divergent)

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