Talent Acquisition Director

This is a player-coach leadership role requiring a balance of team leadership, hands-on recruiting execution, and TA strategy. The ideal candidate is a builder — someone who is entrepreneurial, scrappy, and energized by solving complex hiring challenges while developing a high-performing team. This role is intentionally designed to remain close to execution while scaling the capabilities of the North America TA function.

Approximate focus:

• 60% Hands-on Recruiting Execution & Business Partnership
• 20% Team Leadership & Coaching
• 20% Recruiting Strategy, Process Improvement & Innovation

Talent Acquisition Leadership & Team Management (20%)

• Lead, coach, and develop a team of three recruiters, establishing clear priorities, operating rhythms, performance expectations, and a culture of accountability.
• Build a high-performing recruiting team focused on quality, speed, candidate experience, and measurable business impact.
• Coach recruiters through complex searches, stakeholder management, sourcing strategy, and career development.
• Manage recruiter capacity, workload allocation, and hiring priorities across North America.
• Partner with the Head of Talent to evolve recruiting strategy, operating models, and organizational capabilities.

Hands-On Recruiting Execution & Business Partnership (60%)

• Maintain an active recruiting portfolio and personally own critical searches, particularly senior-level and difficult-to-fill roles across engineering, cloud, AI, data, and professional services.
• Lead complex searches from intake through close, including talent strategy, sourcing, candidate engagement, interview management, offer execution, and closing.
• Navigate challenging hiring environments, including competitive compensation markets, limited talent pools, geographic constraints, and evolving business requirements.
• Partner closely with hiring managers and executives to understand business needs, provide market intelligence, calibrate hiring profiles, and drive successful outcomes.
• Act as a trusted advisor who can challenge assumptions, influence decisions, and bring creative solutions to complex hiring challenges.

Recruiting Strategy, Process Improvement & Operational Excellence (20%)

• Partner closely with the Head of Resource Management to stay aligned on evolving talent needs, hiring priorities, workforce planning, and strategic pipeline development.
• Drive improvements across the recruiting lifecycle, including sourcing strategy, interview consistency, candidate experience, recruiting operations, and reporting.
• Own and execute TA initiatives such as interview standardization, tooling evaluations, process optimization, and scalable recruiting practices.
• Use data and insights to identify opportunities and measure recruiting effectiveness, including funnel health, time-to-fill, quality of hire, hiring trends, and team productivity.

AI & Recruiting Innovation

• Leverage AI and automation to increase recruiting effectiveness, improve recruiter productivity, and scale team impact.
• Identify and implement opportunities to automate repetitive workflows, including:
  • Candidate outreach and engagement sequences
  • Recruiting analytics and dashboards
  • Interview scheduling and coordination
  • Lever reporting and scorecard analysis
  • Talent market research and sourcing insights
• Stay ahead of emerging AI capabilities and proactively identify new ways to apply technology to improve recruiting strategy and execution.

Executive & Business Partnership

• Serve as a strategic recruiting partner to executives and senior leaders, providing insights that influence hiring decisions and business outcomes.
• Deliver executive-ready updates, hiring insights, market intelligence, and recommendations.
• Support leadership communications, recruiting reporting, workforce planning, and talent initiatives.
• Build credibility across the organization as a recruiting leader who combines strategic thinking with exceptional execution.

• 10+ years of progressive talent acquisition experience, including experience leading recruiting teams and in professional services organizations.

• Proven success recruiting senior technical talent across engineering, cloud, AI, data, and professional services environments.

• Experience managing a team while maintaining hands-on recruiting ownership.

• Strong executive presence and ability to influence senior stakeholders.

• Demonstrated ability to operate in fast-paced, high-growth environments with changing priorities.

• Strong analytical mindset with experience using recruiting data to drive decisions.

• Experience implementing recruiting process improvements, tools, and automation.

• Comfortable leveraging AI tools to improve recruiting efficiency and effectiveness.

• Exceptional communication, stakeholder management, and problem-solving skills.

• A high-performing NA recruiting team with clear priorities, strong execution, and improved scalability.

• Critical roles filled with high-quality talent through proactive sourcing and strong candidate engagement.

• Improved recruiting metrics including efficiency, predictability, and candidate experience.

• Hiring managers view TA as a strategic partner, not simply a service function.

• AI and automation meaningfully improve recruiter productivity and recruiting insights.