The ad says“Own and optimize Ashby as our core recruiting OS, managing workflows, interview kits, system permissions, third-party integrations, and strict data hygiene across all candidate pipelines”
The ad says“Expert hands-on proficiency with Ashby or equivalent modern ATS platforms, including system architecture, reporting, and workflow automation”
The ad says“This is a player-coach role. Reporting directly to executive leadership, you will own the global talent engine, system architecture, workforce planning alignment, and employer brand strategy required to attract world-class hardware, software, and telecom talent”
The ad says“Partner with Marketing to build high-impact employer branding campaigns, university relations programs, and targeted candidate pipeline initiatives across social and digital channels”
The ad says“Proven ability to manage executive search and agency partners, and specifically to transition hiring volume away from them and in-house without dropping the bar”
The ad says“Deep experience establishing formal headcount planning mechanics, recruiter capacity models, and pipeline forecasting tools alongside Finance and executive teams”
The ad says“Deep experience establishing formal headcount planning mechanics, recruiter capacity models, and pipeline forecasting tools alongside Finance and executive teams”
The ad says“Lead, mentor, and scale a global recruiting team while developing operational playbooks, SOPs, and ongoing enablement training for recruiters and hiring managers”
The ad says“A track record of building structured interviewing from scratch, and of measuring quality of hire rather than only speed and volume. Able to drive candidate experience initiatives, and employer branding programs from scratch”
The ad says“Architect and execute a multi-year global talent acquisition strategy that supports Skylo’s aggressive technical milestones and long-term business goals”
The ad says“This is a player-coach role. Reporting directly to executive leadership, you will own the global talent engine, system architecture, workforce planning alignment, and employer brand strategy required to attract world-class hardware, software, and telecom talent”
Skylo is hiring a Senior Director of Talent Acquisition to build our recruiting function into a system, and then to run it
We go from roughly 150 to roughly 200 people this year, which is 55 to 70 hires across Mountain View, Espoo and India, weighted toward some of the scarcest engineering talent in the industry
This is a player-coach role. Reporting directly to executive leadership, you will own the global talent engine, system architecture, workforce planning alignment, and employer brand strategy required to attract world-class hardware, software, and telecom talent
You will transform our recruiting function into a predictable, data-backed competitive advantage that directly fuels Skylo’s mission of connecting millions of devices worldwide
One principle sits above the process: the best hiring process is one in which even if the candidate does not get the job, they will still recommend Skylo to their closest friends. If you set that as your target, the ‘how’ of the hiring process will flow naturally
Architect and execute a multi-year global talent acquisition strategy that supports Skylo’s aggressive technical milestones and long-term business goals
Clearly define roles before we source. Every requisition gets a signed scorecard first: a one-sentence mission, 3-5 measurable outcomes with dates, the competencies to deliver them, and what the person will not do. No requisition opens without a scorecard and a named interview panel
Run our hiring motions separately and resource them differently: (1) scarce specialist, via named-target mapping and executive-sponsored outreach, (2) scaled functional, via a repeatable pipeline with conversion metrics, (3) executive, via retained search, and (4) cleared personnel, as our government work matures
Own and optimize Ashby as our core recruiting OS, managing workflows, interview kits, system permissions, third-party integrations, and strict data hygiene across all candidate pipelines
Build the reporting which lets the function correct itself: pipeline coverage per requisition, time to fill at both median and p90, offer accept rate, source mix, and cost per hire in-house vs. agency
Operationalize structured workforce and headcount planning mechanics, maintaining plan-vs-actual variance tracking and feeding data insights into strategic business reviews
Standardize company-wide interview process design by introducing structured interview kits, clear competency scorecards, and candidate feedback loops to elevate candidate NPS. Do not walk past low standards
Own quality of hire. Stand up a 6-month quality-of-hire measurement, roll it up by recruiter, by source and by interview loop, and use it to calibrate scorecards backwards
Lead, mentor, and scale a global recruiting team while developing operational playbooks, SOPs, and ongoing enablement training for recruiters and hiring managers
Partner with Marketing to build high-impact employer branding campaigns, university relations programs, and targeted candidate pipeline initiatives across social and digital channels
Manage third-party vendor relationships, agency agreements, and executive search partners to cost-effectively supplement internal hiring pipelines
Benefits
Comprehensive benefits including medical, dental, vision, retirement plan
Monthly allowances for wellness and education reimbursement
A generous time off policy, holidays, and the opportunity to temporarily work abroad
Preferred experience
A track record of building structured interviewing from scratch, and of measuring quality of hire rather than only speed and volume. Able to drive candidate experience initiatives, and employer branding programs from scratch
Deep experience establishing formal headcount planning mechanics, recruiter capacity models, and pipeline forecasting tools alongside Finance and executive teams
Proven ability to manage executive search and agency partners, and specifically to transition hiring volume away from them and in-house without dropping the bar
Expert hands-on proficiency with Ashby or equivalent modern ATS platforms, including system architecture, reporting, and workflow automation
Direct experience hiring into a scarce, specialized talent market such as semiconductor, aerospace, defense, satellite or wireless infrastructure
Demonstrated experience scaling organizations rapidly through multi-geographic expansion and complex technical hiring pushes
10+ years in talent acquisition, including 5+ years leading recruiting teams in software, hardware, deep-tech, telecom, or other service operations. We care more that a meaningful share of that time was spent personally sourcing and closing senior technical hires than we do about total years managing recruiters, and we look carefully at your history in building and leading high performing TA teams
Strategic mindset paired with an operational bias for action, comfortable moving seamlessly between high-level executive advisory and tactical execution
