Role Description Skeleton Technologies is looking for a Talent Acquisition Team Lead to build, lead, and elevate our hiring function. This is a senior, high-impact role for someone who thrives in fast-paced tech environments and enjoys owning the full talent journey—from strategy and sourcing through to onboarding and long-term success—working hand in hand with the HR team. Your Mission: - Own and drive Skeleton’s end-to-end recruitment strategy, ensuring we attract, hire, and successfully integrate top talent across all levels—from high-volume project hiring to critical C-level roles on an international scale. - Actively shape the post-signing experience and collaborate closely with HR to ensure a seamless transition from hiring into onboarding, engagement, and retention. What You’ll Do: - Lead, coach, and develop the Talent Acquisition team, setting clear goals and high performance standards. - Drive data-driven hiring, using metrics and insights to continuously improve speed, quality, and quality-of-hire. - Manage and deliver on a high volume of concurrent hiring projects across technical, commercial, and corporate roles. - Personally lead and partner on C-level and senior leadership hiring within the global tech sector. - Own and execute international hiring initiatives, with a strong focus on the US and Middle East markets. - Take responsibility for the full recruitment lifecycle, including activities after contract signing, ensuring strong candidate engagement through start date and beyond. - Work very collaboratively with the HR team on onboarding, workforce planning, employer branding, and people processes. - Act as a trusted advisor to senior stakeholders and the executive team on talent strategy and organizational growth. - Build scalable hiring and onboarding processes that support rapid global expansion. - Strengthen Skeleton’s employer brand across international tech hubs. Qualifications - Proven experience leading a Talent Acquisition or Recruitment team in a tech-driven environment. - Strong background in data-driven recruitment and recruitment analytics. - Hands-on experience managing high-volume, complex hiring projects. - Demonstrated success hiring senior leaders and C-level executives in the tech sector. - Solid experience with international hiring, ideally including the United States and Middle East. - Experience working closely with HR and People teams beyond recruitment alone. - Strong understanding of the full employee lifecycle and the importance of post-offer engagement. - Excellent stakeholder management and communication skills, including close interaction with C-level leaders. - A proactive, structured, and resilient mindset—comfortable in a broad, stretched role within a scaling organization. - Fluency in English; additional languages are a plus. Benefits - Personal growth is guaranteed. - Work in an international company tackling challenges from scale up of new factories to development of new technologies and sales to worldwide customers. - Join a company with a clear purpose - fighting climate change by providing short duration energy storage technology. - Be part of redefining energy for a net zero future. Company Description Skeleton Technologies is a Global Cleantech 100 company and a technology leader in high-power energy storage, enabling the next generation of AI infrastructure, electrified transportation, grids, and industrial systems. - Developing and producing the best energy storage solutions to help companies reduce CO2 emissions and save energy. - Working with leading global companies across various sectors including AI infrastructure, hyperscale data centers, grid operators, automotive and industrial OEMs, defense, and aerospace. - Technologies improve power quality, unlock higher system performance, and accelerate electrification while directly reducing energy losses and CO₂ emissions. - Skeleton’s supercapacitor and SuperBattery technologies represent a significant breakthrough in high-power energy storage. - Headquartered in Tallinn, Estonia, with manufacturing in Markranstädt, Germany and Varkaus, Finland. - Materials development in Bitterfeld-Wolfen, Germany; R&D and commercial teams across Finland and France; and a growing presence in the United States.

• Support high-volume recruitment initiatives for teleSales group • Oversee the end-to-end recruitment process including sourcing and screening candidates • Create a positive candidate experience through proactive communication

• Balance a heavy administrative workload while simultaneously working to fill open positions • Sourcing qualified candidates using online databases, networking and employee referrals • Cold calling and communicating with possible candidates • Conduct preliminary phone screenings to assess candidates' skill sets • Move qualified candidates through the recruitment pipeline while maintaining constant contact • Maintain an accurate candidate database through thorough candidates notes, codes and contact methods • Network to recruit active and passive candidates for current positions and build talent pipelines for future career opportunities • Participate actively in transfer process to keep core staff actively working • Heavy daily phone activity required for generating and following up on resumes and identifying leads • Assist with all new start and on-boarding procedures • Additional projects as assigned

• Coordinate recruitment efforts and activities for an assigned geographic territory. • Display intermediate knowledge of student information systems, including Salesforce, Workday Student, Student Search, Docfinity, and others. • Communicate with prospective students at key points in the admissions process. • Build and maintain effective relationships with school counselors and administrative staff within the territory. • Schedule and conduct in person and/or virtual one-on-one and group meetings with prospective students and families. • Develop and maintain relationships with community-based organizations to support recruitment initiatives. • Plan and participate in high school and community college visits, college fairs, and other recruitment events on- and off-campus. • Travel extensively during peak recruitment periods (September–November and February–April), ensuring all pre- and post-travel requirements, including spend authorizations, expense reports, and post-travel evaluations are completed. • Use historical admissions data to inform travel and outreach planning, identifying innovative strategies to connect with students, families, and other stakeholders. • Collaborate with academic and student affairs departments to stay current on university programs, policies, and procedures through training opportunities. • Demonstrate creativity and innovation in developing strategies to increase student interest in Iowa State and enhance customer service. • Create or update recruitment content, manuals, or documentation in virtual office systems, Teams, CyBox, or the H drive. • Mandatory travel to campus a minimum of 4 times per year to support on-campus programs, such as Experience Iowa State, Admitted Student Day, On-Cyte Orientation, Destination Iowa State, and yearly training. • May travel domestically or internationally to support recruitment events in other territories as needed to achieve departmental goals.