Senior Director of Talent Acquisition

United StatesRemoteFull-timesenior

Talent AcquisitionHuman Resources

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Quick Summary

Overview

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Director of Talent Acquisition based in United States.

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Talent AcquisitionHuman Resources

This is a senior leadership opportunity to shape and scale the talent acquisition function within a high-growth technology environment. Reporting to the Chief People Officer, you will lead the recruiting team and partner closely with executives and business leaders on critical hiring priorities. The role combines strategic workforce planning with hands-on recruiting leadership, giving you ownership of how talent is identified, assessed, and hired. You will establish scalable hiring standards, strengthen assessment practices, and use data, technology, AI, and automation to improve recruiting effectiveness. The position also offers significant influence over executive hiring, market intelligence, compensation insights, and organizational growth. Success will require a balance of strategic thinking, operational discipline, analytical judgment, and strong executive partnership.

Own and evolve the enterprise talent acquisition strategy in partnership with the Chief People Officer and executive leadership, aligning recruiting priorities with business growth and critical capability needs.
Establish consistent hiring standards, structured assessment practices, quality-of-hire expectations, and scalable recruiting processes across the organization.
Develop hiring plans around priority capabilities, identify talent and capacity gaps early, and drive actions to address current and future workforce needs.
Own quality of hire across the full recruiting lifecycle, while partnering directly with business leaders on critical, executive, and high-impact searches.
Build strong candidate pipelines for priority roles and help hiring managers make timely, informed, and effective hiring decisions.
Leverage recruiting data, technology, AI, and automation to improve sourcing, candidate assessment, pipeline visibility, recruiting efficiency, and decision quality.
Lead, coach, and develop the talent acquisition team by establishing clear priorities, capacity plans, performance expectations, and standards of execution.
Serve as a trusted talent advisor to the Chief People Officer, CEO, and executive leadership team, providing actionable insights on hiring and organizational decisions.
Translate talent acquisition data into clear business insights, risks, recommendations, and workforce planning considerations.
Provide current labor-market intelligence and compensation benchmarking to support hiring strategies, workforce planning, and offer decisions.

Requirements

~1 min read

10–12+ years of progressive experience in talent acquisition or recruiting, including experience leading and developing a talent acquisition team.
Demonstrated experience in high-growth technology, SaaS, fintech, or similarly dynamic and performance-oriented environments.
Proven track record of building recruiting strategies, teams, processes, and programs that can scale with organizational growth.
Strong hands-on recruiting and candidate assessment expertise, including experience managing executive and other business-critical searches.
Highly analytical and data-driven approach to talent decisions, combined with sound judgment and strong commercial and business orientation.
Ability to move effectively between long-term strategic planning and hands-on recruiting execution, with a strong bias toward action.
Demonstrated ability to operate in environments where growth, efficiency, accountability, and operating discipline are all important.
Strong executive presence and credibility when partnering with senior leaders and business stakeholders.
Experience working in a private-equity-backed or similarly performance-oriented organization is preferred.
Experience using AI and emerging technologies to improve candidate identification, assessment, selection, engagement, or recruiting operations is preferred.
Experience recruiting across both Canadian and U.S. markets, including an understanding of differences in talent markets and recruitment strategies, is an asset.