How can I make my space job descriptions more effective?

Lead with the mission and the challenge, not a list of qualifications. Frame the role as an opportunity to solve difficult, meaningful problems. A job description is a sales pitch.

Is it necessary to include a salary range in a job post for a space company?

Yes. In today's market, salary transparency is critical for attracting senior, high-quality candidates. A clear salary range respects the candidate's time and increases qualified applications.

What is the most common reason top engineering candidates reject offers?

A slow and disorganized hiring process. The best candidates are off the market quickly. A streamlined, respectful, and communicative process is a competitive advantage.

Why You're Struggling to Hire Space Engineers (And How to Fix It)

In the thriving European space ecosystem, the demand for specialized talent has never been higher. Yet many innovative companies—from ambitious startups to established players—face the same frustrating problem: a shortage of qualified applicants for critical roles.

If you're struggling to attract top-tier engineers, scientists, and operators, the problem might not be a lack of talent, but a flawed strategy. Here are five common mistakes and how to correct them.

1. Your Job Description is a Wishlist, Not a Sales Pitch

The best engineers are motivated by challenging problems and a compelling mission, not an endless list of qualifications. Your job description is your single most important sales document.

Bad: "Must have 5+ years of experience with C++, Python, and RTOS..." Good: "Join our GNC team to develop the flight software for our next-generation satellite constellation. You will solve complex problems in orbital mechanics and real-time control systems to help us achieve our mission of..."

Lead with the mission, then detail the essential skills.

2. You're Fishing in the Wrong Pond

Posting your highly specialized "RF Engineer" role on a massive, generic job board is like trying to find a needle in a haystack. Your post is competing with thousands of irrelevant listings and seen by a tiny fraction of qualified candidates.

Top talent in the space industry congregates on niche platforms where the signal-to-noise ratio is high. Using a dedicated space job board ensures every applicant is already passionate and pre-qualified by their interest in the sector.

3. Salary Secrecy is Costing You Candidates

In 2025, transparency is a sign of respect. Top candidates have options, and they value their time. Job posts that include a clear salary range consistently receive a higher volume of more qualified applicants.

Failing to provide a range signals a lack of transparency and can deter senior talent who don't want to waste time in an interview process only to find the compensation doesn't meet their expectations.

4. Your Hiring Process is Too Slow

The most sought-after candidates are often off the market in less than two weeks. A slow, multi-stage, bureaucratic interview process is a silent offer killer. While technical vetting is crucial, your process must be streamlined, responsive, and respectful of the candidate's time. A great candidate experience is a powerful tool for closing offers.

5. Your Brand Isn't Visible Where It Matters

Building a great product is only half the battle. You need to build a brand that is visible within the space community. Engaging with talent on niche platforms, sharing your technical challenges, and contributing to the ecosystem are long-term strategies that pay dividends in recruiting.

A consistent presence on a platform like Find a Space Job does more than just fill a single role, it builds your reputation as a key player in the European space industry.

Ready to build your team?