Have you always worked in this field, or did you come from a different background?
Yes, I’ve been in talent acquisition for about two and a half years before joining Teledyne. Before that, I worked for the US Department of Defense in federal government recruitment, and earlier in my career I focused on diversity, equity and inclusion, managing disability programs and discrimination cases.
Can you take us through the main elements of your current role?
It’s quite an all-encompassing position. I handle recruiting strategies, data management for HR and recruiting, and I’m also the HR point of contact for Teledyne’s Imaging Sensors group. My main focus is making sure our roles across the Imaging Sensors group are filled. That involves attending career fairs, sourcing candidates on LinkedIn and other platforms, conducting interviews, and managing compensation. Essentially, I handle the recruitment process from start to finish, including onboarding new hires.
Recruiting in the space industry can be challenging. What are some of the biggest obstacles you face?
One of the biggest challenges is geography. Our Space Imaging site in Ventura County, California, is about 30 to 45 minutes from Los Angeles. It’s similar to our facility in Chelmsford, UK, close to London but not ideal for a daily commute. Ventura County is also an area with a high cost of living, so it can be hard to find people who have the right expertise and are also willing to relocate or settle here.
How many open vacancies do you currently have?
Across Space Imaging at our Ventura County site, we have around 15 open roles. Entry level and internship positions usually fill quickly, but highly specialized roles that require 5 to 10 years of experience are much harder to fill. Many experienced professionals are staying put in their current roles, which makes the talent market competitive.
How much focus is placed on internal recruitment at Teledyne?
Quite a lot. We’re always looking internally first. Many of our technicians and engineers approach us about developing into new roles, and we fully support that. We encourage cross training and are building a stronger learning and development program. Retaining our great talent is the priority, and internal movement strengthens the team far more than starting from scratch with someone new.
What do you enjoy most about your job?
I love that my role combines my two interests, people and data. HR and talent acquisition let me connect with people, but I also get to dive into analytics, building Power BI dashboards and studying workforce data. On top of that, I get to work with incredibly intelligent, innovative people in a very inspiring environment. Being a bit of a space nerd myself, it’s amazing to see the production process up close every day.
How important is data in your work?
It’s everything. I’ve worked in organisations that relied on gut feeling to make decisions, but I strongly believe in data driven strategies. Data tells us where we need to hire, where our workforce strengths and weaknesses lie, and how we can improve retention. It informs succession planning, helps predict hiring needs based on program schedules, and even shapes our compensation strategy. Data shows the full picture of how we can strengthen our workforce and remain competitive.
You mentioned being a space nerd. Can you tell us more about that?
Definitely! I’ve been obsessed with space since childhood. I told my parents I’d work for NASA one day. My dad is also a huge space enthusiast, and I grew up loving Star Wars. Even though I’m not an engineer, working for Teledyne lets me be part of that world. I’ve even watched launches from Vandenberg and still get excited when we hear the sonic booms. It’s great to be part of a company so deeply connected to the space industry.
Teledyne has an unusually high staff retention rate, and people often stay their entire careers. Why do you think that is?
That was one of the first things I noticed here. Teledyne is a large company, but it doesn’t feel like one. Each site operates almost like a small business. Our Ventura County site has around 350 people, which gives us a real sense of community. You’re not just a number, you’re known by name. Our leadership is highly visible and approachable, and our President, Megan Tremer, literally sits across the hall.
We celebrate our successes together, every launch, every completed program. There’s food, merchandise, and a real sense of pride. We invest in our people through training, engagement events, and development opportunities. Ultimately, Teledyne takes care of its people, and that loyalty goes both ways. It’s a place where people feel valued, included, and part of something important, and that’s why they stay.
