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Our Mission

Built for the work
that matters most.

We exist because the technologies reshaping global security deserve more than generic recruiting.

The talent gap is widening.
The wrong hire sets you back years.
Exceptional people don't apply to job boards.
The challenge

The talent gap at the frontier

Defense and space companies are building the technologies that will define the next century. But the people who can actually do this work — who understand the systems, the constraints, the stakes — are extraordinarily rare. And they don't apply to job boards.

Traditional recruiting wasn't built for this. Generic search firms don't speak the language of autonomous systems, satellite payloads, or AI-enabled C4ISR. They can fill a role. They cannot evaluate one.

Neoterra was founded to close that gap — with a research-driven approach, genuine domain expertise, and access to the people who are never actively looking.

What we believe
01
Exceptional people don't look for jobs.
They're already doing important work somewhere else. Finding them requires research, patience, and a compelling reason they should listen.
02
Domain expertise is non-negotiable.
You cannot recruit what you don't understand. We speak the technical language of the organisations we serve — and that changes everything about the quality of the search.
03
Speed without precision is just noise.
We move fast — but never at the cost of fit. A bad hire in a critical role costs far more than a thorough search ever could.
04
The best hire is the one that stays.
Our measure of success isn't placement. It's whether the person is still there — and thriving — twelve months later.
05
We only work where we can win.
Neoterra operates in two domains. Not twenty. This is a deliberate choice — and it's precisely why we're better at both.
Our conviction

We'd rather be the best in two fields than adequate in twenty.

A deliberate choice

Defense Tech and Space Tech — and nothing else.

Both domains sit at the intersection of hardware, software, AI and national interest. Both demand people who can operate under constraint, uncertainty and consequence. Both are too important for generalists.

Going deep in two domains means we know the companies, the teams, the technical landscapes — and who belongs where. We have built real relationships at the frontier, not a database of cold contacts.

The founders

The founding team.

Gregory Wilnitsky

After studying international business in Paris, Gregory spent years inside software startups — scaling sales teams, closing enterprise accounts, and learning what separates exceptional performers from the rest. At Neoterra, his commercial instinct drives every client relationship from first call to signed offer.

Co-Founder · Commercial
Gregory Wilnitsky
Sebastian Bumann

Sebastian holds a Master's in Tech & AI from the WU Executive Academy. Fascinated by defence and space since his voluntary Bundeswehr service, he spent years building a strong track record in executive search — including founding his own recruiting firm. At Neoterra, that depth is directed entirely at the frontier.

Co-Founder · Search
Sebastian Bumann
Neoterra team
Berlin, 2025
Our approach

What talent architecture means in practice

01 — Map
Research first.
Before a single call, we map the landscape. Who exists, where they are, what they've built — and what would make them move.
02 — Reach
Access the unreachable.
We reach people unavailable through standard channels — through warm networks, direct outreach, and trusted referrals built over years at the frontier.
03 — Match
Fit beyond the CV.
We evaluate technical depth, cultural alignment, leadership trajectory, and the appetite for the specific challenge ahead.
04 — Place
Advocate to the end.
We drive from first conversation through signed offer — and stay close after day one, because that's when placements succeed or fail.

If you're building what matters,

so are we.

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