SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Apex manufactures satellite buses at scale for the commercial aerospace industry, enabling earth observation, communications, and other critical space-based applications. The company has grown to over 400 employees and plans to hire hundreds more in the next year as it scales operations.
As Head of Talent, you will own recruitment strategy and execution end-to-end, leading a team of approximately 10 recruiters. This is a leadership role with hands-on involvement in executive search—your primary individual-contributor responsibility.
Key responsibilities include:
• Building and leading a high-performing recruiting team, setting clear expectations, coaching recruiters, and developing talent within the function.
• Translating Apex's 12–24 month business strategy into a capacity-modeled hiring plan, identifying where to source actively versus rely on inbound, and determining tooling and process requirements.
• Establishing recruiting operating procedures: structured interviewing, interview training, hiring bar standards, ATS configuration, and weekly funnel metrics.
• Personally driving executive and leadership searches for Apex's most critical and difficult-to-fill roles, partnering directly with executives on org and workforce planning.
• Building long-term talent pipelines through partnerships with universities, trade schools, industry conferences, and scholarship programs, with particular focus on early-career, technical, and skilled-trade talent.
• Partnering with internal stakeholders to identify top talent, coaching leaders on recruiting strategy, and ensuring fair, robust hiring practices.
Success in year one means translating business strategy into a hiring plan executed on time and at volume without compromising quality; building a measurably stronger recruiting team; becoming a trusted advisor to executives and hiring managers; and establishing people analytics and dashboards that connect recruiting outcomes to business results.
Required qualifications: 10+ years in recruiting and talent acquisition with 5+ years leading and developing teams; proven track record setting recruiting strategy and building metrics/processes; hands-on executive and leadership search experience; ability to run high-volume hiring (hundreds per year) while maintaining hiring bar; data and people-analytics fluency with modern ATS experience (Ashby, LinkedIn, Juicebox); executive presence; thoughtful AI application across the recruiting funnel; and ITAR/U.S. person eligibility.
Nice-to-have experience includes recruiting in technical, manufacturing, skilled-trade, hardware, deep tech, or aerospace environments; building university or trade-school talent partnerships; and employer brand/talent marketing.
