Skylo Technologies - Global Head of Talent Acquisition

• 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. • What We Look For • 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. • 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. • Expert hands-on proficiency with Ashby or equivalent modern ATS platforms, including system architecture, reporting, and workflow automation. • Deep experience establishing formal headcount planning mechanics, recruiter capacity models, and pipeline forecasting tools alongside Finance and executive teams. • 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. • 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. • Strategic mindset paired with an operational bias for action, comfortable moving seamlessly between high-level executive advisory and tactical execution.