Senior Technical Recruiter (FTC 6 Months)

About the role

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.

This is a 6-month fixed-term contract (FTC) based on-site in Mountain View.

Responsibilities

• 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.

Requirements

• 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.
• 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.

Benefits

• Competitive compensation packages including a stock option-based equity program.
• Comprehensive benefits including medical, dental, vision, 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.

Pay

The compensation range for this position is $125,000 - $155,000.