Head of Talent Acquisition

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

• Set the talent acquisition strategy: Define the vision and operating model for attracting, assessing, and hiring talent, translating organizational growth plans into an actionable workforce and recruiting strategy.
• Own recruiting performance and pipeline health: Drive candidate volume, quality, pipeline strength, finalist generation, conversion rates, and hiring throughput across technical and non-technical functions.
• Build and scale the TA organization: Design the recruiting team structure, hire and develop recruiters, sourcers, and managers, and align team capacity with current and projected hiring demand.
• Own the end-to-end hiring system: Establish effective interview stages, evaluation rubrics, scorecards, calibration practices, and decision gates that generate reliable hiring signals while enabling efficient execution.
• Strengthen employer brand and talent communities: Develop the organization’s presence in relevant talent markets and create sustainable, always-on pipelines that attract qualified candidates rather than relying solely on outbound sourcing.
• Partner with executives and hiring managers: Advise senior leaders on role definition, talent-market realities, candidate evaluation, hiring decisions, and recruiting priorities while maintaining a consistent quality bar.
• Own recruiting analytics and planning: Establish funnel metrics, monitor conversion rates and hiring performance, identify bottlenecks, and use data to determine investments, priorities, and team capacity.
• Manage TA resources: Own the talent acquisition budget, technology stack, external vendors, and recruiting infrastructure, ensuring tools and spending support measurable outcomes.
• Lead AI-enabled recruiting: Use AI to automate repetitive recruiting work, improve efficiency, and increase the time available for human judgment, while establishing clear principles for where AI should and should not be used.
• Drive continuous improvement: Diagnose weaknesses across the recruiting funnel, implement improvements, train interviewers and hiring managers, and establish operating rhythms that keep hiring processes effective as the organization scales.

• 10+ years of talent acquisition experience, including experience leading a recruiting function through a meaningful period of organizational growth.
• Demonstrated experience building or rebuilding TA functions, with a track record of developing strategy, improving recruiting processes, and delivering measurable hiring outcomes.
• Strong recruiting analytics capabilities, including fluency in funnel metrics, stage conversion, pipeline health, hiring capacity, and data-driven workforce decisions.
• Experience building and scaling recruiting teams, including hiring and developing recruiters and managers, designing organizational structures, and matching capacity to hiring demand.
• High standards for hiring quality, with the judgment and confidence to maintain rigorous evaluation practices while responding effectively to pressure for greater speed.
• Executive-level communication skills, with the ability to influence senior leaders, challenge assumptions constructively, communicate recruiting performance, and maintain alignment around hiring standards.
• Hands-on leadership approach, with recent experience personally owning recruiting outcomes rather than operating primarily in an advisory, fractional, or consulting capacity.
• Experience using AI as a recruiting multiplier, including a practical understanding of how AI can automate mechanical work while preserving human judgment in critical hiring decisions.
• Strong change-management and systems-thinking skills, with the ability to identify bottlenecks, design scalable processes, and turn operational challenges into sustainable systems.
• High urgency and ownership, with a willingness to personally diagnose and address operational gaps, particularly during the first 90 days.
• Excellent interpersonal and collaboration skills, with the ability to build trust across recruiting, People, executive leadership, and hiring-manager teams.
• Nice to have: Experience hiring across engineering, product, growth, operations, and other functions; familiarity with Greenhouse, Gem, and LinkedIn Recruiter; experience in a high-growth startup or mission-driven organization; and a track record of developing employer brand and evergreen talent pipelines.

• Competitive compensation: $175,000–$200,000 USD.
• 100% remote: Work from anywhere in the United States.
• Health & wellness: Medical, dental, and vision insurance with 90% of premiums covered for employees and dependents, plus healthcare reimbursement, FSAs, and an Employee Assistance Prog