Talent Acquisition Manager

Hiring is currently the company's #1 leverage point, we're building an elite team to take on one of the world's most urgent defense concerns, and every engineer we bring in moves the timeline. You'll own the recruiting engine end-to-end: stand it up, run it, and scale it as we grow. Beyond recruiting, you'll shape the experience employees have once they're in the door, onboarding, welfare, and the rituals that make Skapion the place top engineers want to stay.

Why Join Skapion?:

This is a hands-on builder seat, not a delegator seat. You'll be the first dedicated People hire, and you'll report directly to the CEO at this critical stage.

Responsibilities

• Talent Acquisition (the primary mandate)
• Own end-to-end recruiting: sourcing, screening, interview design, candidate management, closing, for engineering and non-engineering roles alike.
• Build the recruiting engine: ATS setup, intake processes with hiring managers, scorecards, interview kits, and the feedback loops that keep quality high as volume grows.
• Source actively, not passively: we're hiring from elite IDF tech units, defense primes, and specialized engineering communities, go beyond LinkedIn scraping, build pipelines through networks, referrals, and direct outreach.
• Partner with hiring managers across engineering, marketing, and operations, calibrate together, run intake meetings, debrief consistently.
• Manage external recruiters where they add leverage; hold them to the same quality bar as our internal sourcing.
• Employee Experience \& Welfare
• Own employee experience from offer-accept through tenure, onboarding, the first-90-days journey, and the small rituals that compound into culture.
• Plan welfare programs, team events, happy hours, swag, holiday gifts, in partnership with the Business Operations Coordinator.
• Pulse-check culture and feed insights back to leadership before they become problems.
• People Ops Foundations
• Build and operate the HR and recruiting systems, ATS, HRIS, ops tooling, and document the processes around them so they scale beyond you.
• Partner with the Business Operations Coordinator on the people-side of lifecycle ops (onboarding, contracts, equity admin).

Requirements

• 5–8 years in talent acquisition / recruiting, with at least one tour at a high-growth startup.
• Defense-tech hiring experience, you've recruited cleared engineers, navigated the IDF unit networks, and know how to source from the defense prime ecosystem.
• End-to-end systems experience, you've built and operated HR/recruiting tooling and processes from scratch, not just inherited and maintained them.
• Genuine sourcing chops: you find candidates other people miss. LinkedIn scraping is the floor, not the ceiling.
• High performer: close rates, time-to-hire, and quality-of-hire that you can point to and defend.
• Fluent Hebrew (most of the candidate pool and hiring conversations happen in Hebrew) \+ working English.
• Builder mindset: you thrive in ambiguity, set your own priorities, and don't wait for a manual.

Preferred Qualifications

• Hardware / embedded recruiting experience, much of our hiring is RF, mechanical, electronics, and embedded software, where the talent pool behaves differently from web/SaaS hiring.
• AI tooling fluency, you use modern AI tools (LLM-assisted sourcing, screening, outreach drafting) to compound your output, not as a gimmick.
• Global hiring experience, exposure to US/EU candidate markets, multi-country employment structures, and the comp/equity nuances that come with them.
• Eligible for security clearance.