Senior Technical Recruiter

Join Skylo, a cutting-edge technology company, as a Senior Technical Recruiter. In this role, you will be responsible for full-cycle hiring for critical engineering teams, improving the hiring system, and championing a positive candidate experience. You will work closely with hiring managers, identify and improve hiring processes, and utilize AI-powered workflows in your daily practice. The position is based in Mountain View and offers comprehensive benefits, a generous time off policy, and opportunities for professional development.

• Assumer la responsabilité du recrutement de bout en bout pour des postes à fort impact dans les domaines de l'ingénierie, du cloud, de l'espace, et au-delà.
• Collaborer étroitement avec les responsables du recrutement pour clarifier les définitions de poste, concevoir des boucles d'entretien intentionnelles et calibrer ensemble sur les candidats.
• Identifier, améliorer et posséder des éléments du système de recrutement, y compris les rubriques d'entretien, la conception des fiches de score, les playbooks de sourcing.
• A CS degree, Information Systems, or comparable technical educational background are table stakes
• We don't 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
• 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
• 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
• 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
• 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
• 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
• 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
• 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