Senior Technical Recruiter

Summary of How You Will Impact Skylo We’re looking for a Senior Technical Recruiter in Mountain View to run full-cycle hiring for our most critical engineering teams — and to make our hiring system better as you do it. This isn't a seat‑filling role. We want someone who treats every search as a chance to sharpen how we define roles, how we evaluate candidates, and how we close. You'll be the kind of recruiter hiring managers actually want in the room — because you make their loops more predictive, their calibration sharper, and their candidate conversations better. What the role will look like Own full-cycle recruiting for high-impact roles across Engineering, Cloud, Space, and beyond — hardware, software, and satellite communications domains. Partner deeply with hiring managers on every search: clarify role definitions, design intentional interview loops, calibrate together on candidates, and revisit the loop when the signal isn’t matching the bar. Identify, improve, and own pieces of the hiring system — interview rubrics, scorecard design, sourcing playbooks, intake processes, candidate communications — not just execute the playbook you inherited. Build AI-powered workflows into your daily practice: use Claude (we use Cowork), Ashby’s AI features, Metaview, and the next tool you discover to source smarter, screen faster, and synthesize candidate signals more reliably. Hit aggressive pipeline velocity and offer-acceptance targets while holding the quality bar — both matter, neither replaces the other. Surface market insights, comp trends, and structural bottlenecks to hiring managers and leadership so we make better calls earlier. Champion a candidate experience that reflects Skylo’s mission and brand at every touchpoint — transparent communication, timely feedback, and a closing motion that reflects the seriousness of what we’re building. What We Look For A CS degree, Information Systems, or comparable technical educational background are table stakes. We’d need the credential for its own sake — we need the fluency. What you’ve done with that foundation (translate it into smarter sourcing, sharper technical screens, more credible candidate conversations) is what we’re hiring for. 3–5 years of in‑house technical recruiting at a startup or scale‑up — primarily as a solo recruiter or as part of a small team building out a scaling org. Agency recruiting earlier in your career is welcome as a foundation, but your most recent and most meaningful work should be in‑house at a high-velocity company. Demonstrated partnership with hiring managers: examples of how you’ve shaped a role definition, built or evolved an interview loop, or pushed back on a search that wasn’t going to work. Track record of process improvement — interview rubric overhauls, ATS workflow redesign, sourcing methodology shifts, candidate experience upgrades. Tell us about a system you made better, not just a req you closed. Native fluency with AI in your daily workflow. We’re not looking for “I’ve tried ChatGPT” — we want someone who already uses Claude or equivalent to draft outreach, synthesize candidate signals, run Boolean strategy, and accelerate screening. AI curiosity is a baseline; AI workflow integration is the bar. Comfort hitting and reporting on KPIs (pipeline velocity, offer acceptance, time-to-hire) without losing sight of quality. Numbers without judgment is a trap; judgment without numbers is a guess. Skill in identifying niche technical talent across software, hardware, and satellite communications domains. You don’t need a satellite background — you need to be willing to learn the vocabulary fast and source with precision in uncharted territory. Experience closing complex offers by communicating mission, scope, and equity value — especially with passive candidates who weren’t actively looking. Bias toward proactive improvement: when you see a broken step in the funnel, you fix it instead of working around it. Familiarity with Ashby and Metaview is a plus; experience with comparable modern ATS/interview‑intelligence tools is fine — we care more about the instinct to use the tools well than the specific logos on your resume. What We Offer Competitive compensation packages including a stock option based equity program Comprehensive benefits including medical, dental, vision, and retirement plan Monthly allowances for wellness and education reimbursement A generous time‑off policy and holidays Once‑in‑a‑lifetime opportunity to be part of developing and running the world’s first commercial, live direct‑to‑device satellite network and service Access to world‑class talent across tech domains: software, hardware, chipsets, telecom, satellite, and network virtualization Open, transparent, inclusive culture that blends Silicon Valley, Nordic, and South Asia characteristics Compensation Range : $125,000 – $155,000 plus equity. The range reflects the low and high end of the range Skylo reasonably and generally expects to pay the hired candidate in this role. EEO Statement Skylo is an equal‑opportunity employer and we celebrate diversity. We do not discriminate on the basis of race, religion, color, ancestry, national origin, caste, sex, sexual orientation, parent or caregiver status, political affiliation, gender, gender identity or expression, age, disability, medical condition, pregnancy, genetic makeup, marital status, or military service consistent with applicable federal, state, and local laws. We are also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. Please let us know if you need assistance or accommodation due to a disability. #J-18808-Ljbffr Skylo