Mechanical Engineer

**Andean Systems** Mechanical Engineer; $200K–$250K base + equity; Bay Area, CA (On-site)

**About the Role** One of Andean's first senior hardware hires (informally the "Head of Hardware Engineering"), owning the build-out of the company's robotic systems and the manufacturing systems around them — not just individual components, but how the whole production system comes together and scales.

**Responsibilities** - Own end-to-end design, build, and integration of Andean's robotic systems, from individual components (e.g., sorters) through full subsystem integration. - Architect and scale entire production systems — controls, manufacturing systems, and the path from prototype to industrial scale. - Build out internal engineering processes (design cycles, reviews) as one of the company's first senior hardware hires. - Manage and grow a small team of hardware engineers. - Take on operational responsibilities as needed in a flat, fast-moving team. - Work day-to-day inside Andean's first live processing facility (opening within weeks).

**Required Skills** A. Either (senior track) 5-10+ years of hands-on mechanical/hardware engineering experience at an elite, high-velocity manufacturer — SpaceX, Tesla, Anduril, Relativity Space, or a comparable space/defense/advanced-manufacturing company — or (new-grad track) a recent graduate or undergraduate with substantial hands-on project experience (e.g., competition robotics/rocketry/build teams, significant independent builds) and demonstrated ability to execute without hand-holding. B. Senior track: a track record of taking a physical system from design through build to a working, scaled production line. New-grad track: a flagship project taken from concept to a working, demonstrable build. C. Mechatronics/robotics design and build experience — comfortable across mechanical design, controls, and manufacturing-systems integration. D. Senior track: demonstrated career "slope" — fast progression into greater scope, not multiple years stalled in the same role. New-grad track: evidence of independently driving a project to completion, not just contributing to a team effort.

**Bonus Skills** - Experience designing/building for a company manufacturing its own hardware at increasing scale (vs. pure R&D/prototype work). - Prior exposure to critical materials, mining, metals, or heavy-industrial manufacturing. - Notable competition or build-team experience (e.g., FSAE, rocketry club, robotics competitions) — strong signal for the new-grad track.

**Logistical Info** - Location: Bay Area, CA — full-time, fully in-person (no remote/hybrid). Six-day work week (Saturdays half-day); weekdays typically run 10-12 hours (~50-60 hrs/week). - Compensation: $200K–$250K base + meaningful equity. Client is leaning cash-heavy over equity right now. - **Other:** Backed by Cantos Ventures. Already has commercial offtake contracts worth tens of millions of dollars. Opening one of the first new domestic critical-materials processing facilities in 20-30 years within the next few weeks.

**Ideal Background** - Strongest signal: SpaceX, Tesla, Anduril, Relativity Space, or comparable space/defense/advanced-manufacturing companies — especially long-tenured employees who scaled systems from early stage. - Second archetype, explicitly requested by the client (8/5/26 feedback): recent grads (undergrad or grad) with strong, verifiable project experience — e.g., competition robotics/rocketry/build teams, significant personal or academic builds — who are willing to work at Andean's high-intensity pace. This is a parallel target track, not a fallback pool. - Also strong: engineers who've commissioned first-of-kind industrial facilities outside these companies (translates well given Andean is opening one of the first new domestic processing facilities in decades). - Targeting senior profiles (5-10+ YOE) for the experienced track; the new-grad track is explicitly in scope per the client and should be sourced in parallel, not treated as lower priority. - Comp note: confirmed $200K–$250K base (case-by-case above for standout pedigree) applies to the senior/experienced track. New-grad-track comp has NOT been confirmed by the client — do not quote a number to junior candidates; check with Zhining before setting expectations. - Comp note: the public careers page still lists $100K–$150K + equity — that's stale for the senior track. Don't quote the website figure to candidates. - Sourcing note: founder says the bottleneck so far is sourcing volume at the target bar, not comp rejection — prioritize pedigree-matched volume over raw applicant count. - Calibration note: client offered to hop on a calibration call (per 8/5/26 feedback) — worth scheduling before the next batch goes out.

**Green Flags** - Has built something successfully end-to-end (e.g., helped stand up a plant or production line), not just contributed to one. - "Lead engineer" archetype — hands-on IC with some team leadership, neither pure IC nor pure manager. - History of fast promotion / increasing scope (senior track), or outsized ownership of a project relative to experience level (new-grad track). - High agency; comfortable owning multiple cross-disciplinary projects (chemistry, robotics, software) at once. - Genuinely motivated by rebuilding domestic critical-materials production.

**Red Flags** - "Technician" profile — has operated systems but hasn't designed/built them. - No track record of building/scaling something successfully to production (senior track) or no substantial hands-on project ownership (new-grad track). - Stalled career — multiple years in the same role/title without increasing scope. - Long tenure (5+ yrs) at a slow-moving legacy industrial, government, or research org (e.g. large industrial conglomerates, national labs) — soft flag even with strong technical background. - Credential inflation, e.g. listing a short online course as formal education — reads as posturing. - Not willing/able to work fully in-person, 6 days/week (Saturdays half-day), ~50-60 hrs/week. - Comp expectations meaningfully above $250K base without SpaceX/Tesla/Anduril-caliber tenure — case-by-case exception only for truly exceptional pedigree. - Large upfront cash asks — note: lost a SpaceX principal-engineer candidate over a ~$200K sign-on-bonus ask the company couldn't meet.

**Interview Process** 1. Behavioral/culture-fit conversation — mission alignment and fit with Andean's high-intensity, high-ownership culture. 2. Technical conversation — depth scales with seniority; very senior candidates get a lighter technical screen focused on validating past work. 3. On-site working session — a full day on-site working through a real problem with the team.