How Large Space Structures hired 7 professionals on juucy

Founded in 2012 by experts from the Technical University of Munich (TUM) in Germany, Large Space Structures (LSS) GmbH provides a unique expertise in the creation of space Large Deployable Reflectors #LDR and other large space lightweight structures, as well as in-orbit mechanically reconfigurable reflectors. Building on long-term experience working on these products at different institutes of the Technical University of Munich and the Georgian Technical University (GTU), LSS has created a strong and competitive base in this field. Working experience with the European Space Agency and European industrial partners in different projects is a valuable asset of our staff in developing large deployable reflector technologies in cooperation with other European companies primarily for the European market needs.

• Extremely niche talent pool
  Multiple roles required direct space-sector experience. Standard aerospace or aviation backgrounds were explicitly excluded, significantly reducing the available candidate market.
• Highly specific technical requirements
  Candidates needed expertise in space-grade hardware, deployable structures, ESA projects, extreme environmental conditions, specialized materials, technical drawings, or project procurement in engineering environments.
• Strong seniority requirements
  Several positions required 10+ years of experience and proven ownership of complex projects, leaving very few qualified candidates available.
• Cross-functional hiring across very different disciplines
  The company needed to fill engineering, project management, procurement, contract management, and finance positions simultaneously, requiring access to multiple specialized talent pools.
• Strict language and location constraints
  Many roles required fluent German and English, combined with a predominantly onsite working model in the Munich area, limiting candidate availability further.
• Competition for passive deep-tech talent
  Space-industry professionals are heavily targeted by competitors and rarely actively looking for new opportunities, making proactive outreach essential.
• Need for quality over volume
  The hiring team required highly curated shortlists with strong technical fit, stakeholder management experience, and cultural alignment rather than large numbers of applicants.

• Activated a network of specialized recruiters instead of relying on a single agency
  Juucy's marketplace model enabled multiple recruiters with different domain expertise (space engineering, procurement, project management, finance) to work on the roles simultaneously, dramatically expanding talent reach.
• Accessed passive candidates in highly specialized markets
  Recruiters leveraged niche industry networks and targeted outreach strategies to engage experienced professionals who would not have applied through traditional job advertisements.
• Maintained quality through centralized screening and quality control
  Every candidate submission was reviewed against strict role-specific requirements before being presented, ensuring only highly relevant profiles reached the hiring team.
• Delivered a single collaboration hub despite multiple recruiters
  The juucy platform centralized communication, candidate management, feedback, and recruiter collaboration, creating a seamless experience comparable to working with one internal recruiting team.
• Provided scalable recruiting capacity without agency overhead
  The company could flexibly tap into recruiting resources exactly where demand existed, avoiding the limitations and high fees typically associated with traditional executive search firms.
• Achieved strong hiring outcomes with attractive cost-per-hire economics
  By combining recruiter competition, specialized expertise, and platform efficiency, juucy delivered high-quality hires across seven critical positions at a significantly lower cost than conventional recruitment providers.