Principal Technical Recruiter

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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 We're looking for a Principal Technical Recruiter to be the most expert recruiter in the building - the person who owns our hardest searches, owns the system the rest of the team hires within, and sets the bar everyone else calibrates against. This is the senior-most individual-contributor seat in Talent Acquisition. You won't be handed a playbook to run; you'll be the one who writes it, sharpens it, and teaches it. You'll take the searches that are too ambiguous, too critical, or too senior to hand to anyone else - leadership roles, deeply technical roles in uncharted domains, the hires that change the trajectory of a team. And as you do, you'll make the entire function better: more predictive loops, sharper calibration, faster closes, and a candidate experience that reflects exactly what we're building. When leadership needs a read on the talent market, on whether a role is scoped to win, or on where the hiring system is quietly leaking - you're the person they ask first. What the role will look like Own the most critical, ambiguous, and senior searches at Skylo - leadership and executive hires, founding-level technical roles, and the searches in domains no one has recruited for here before. The harder it is, the more it's yours. Own the hiring system end to end - interview architecture, scorecard and rubric design, sourcing methodology, intake standards, calibration practice, and candidate communications. Not pieces you improve, but the system you're accountable for. Be the bar-raiser. Set the standard for what a great search, a great loop, and a great close look like at Skylo - and raise the level of every recruiter and hiring manager around you through coaching, calibration, and leading by example. Partner with founders, executives, and functional leaders as a trusted advisor - on role definition, org design implications, market reality, and comp positioning. Push back when a search isn't scoped to succeed, and bring the data to back it up. Drive Skylo's AI-native recruiting practice. Don't just use Claude (we use Cowork), Ashby's AI features, and Metaview - design the workflows the team adopts, evaluate the next tool before anyone asks, and set the standard for what AI-accelerated recruiting looks like here. Own talent strategy and pipeline planning in partnership with leadership - anticipate the hires we'll need before the reqs open, build pipelines ahead of demand, and surface market, comp, and structural insights that change decisions earlier. Hit aggressive velocity and offer-acceptance targets on your own searches while holding - and defining - the quality bar. Both matter, neither replaces the other, and you set what "the bar" means. Champion a candidate experience that reflects Skylo's mission and brand at the highest-stakes moments - the executive close, the passive candidate who wasn't looking, the offer that has to land. What We Look For A technical educational background is a plus. 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. 8+ years of in-house technical recruiting, with your most significant work at startups or scaleups in high-velocity, scaling orgs. Agency recruiting earlier in your career is welcome as a foundation, but you've spent years in-house owning outcomes, not handing off candidates. You've built or overhauled a recruiting function or system - not contributed to one, owned one. Tell us about the system you stood up, the function you scaled, or the broken funnel you re

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