Global Head of Talent Acquisition

The world still has coverage blind spots. You could help eliminate them at Skylo. Skylo has pioneered a standards-based approach to satellite connectivity. We connect smartphones and IoT devices directly to satellites. No special hardware, no entirely new networks. Just billions of existing devices, suddenly reachable anywhere on Earth. We're not building toward this future. We're already in it. Our direct-to-device service is live on millions of activated devices across five continents, covering more than 72 million square kilometers, in partnership with leading satellite operators, mobile network operators, Tier-1 chipset makers, and OEMs worldwide. And we're just getting started. At the heart of it all is Skylo's commercial NTN vRAN: a 3GPP standards-based, cloud-native platform that seamlessly bridges terrestrial and satellite networks. It's the infrastructure that makes true anywhere, anytime connectivity possible. When you join Skylo, you'll work at the intersection of three markets reshaping how the world stays connected: mass-market consumer devices, automotive, and industrial IoT. Enabling people outdoors and critical workflows in the world's most remote places. This is a rare chance to work on technology that matters, at a company that's already proving it works Summary Of How You Will Impact Skylo Skylo is hiring a Global Head 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. How You Will Contribute 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.