Director of Talent Acquisition

About this role

We're hiring a Director of Talent Acquisition to lead that effort. This is a player-coach role - you'll run your own recruiting desk with a focus on strategic roles spanning sales, senior subject matter experts, and executives while also managing and developing the recruiters on the team. You’ll need to be comfortable owning and achieving direct sourcing goals while simultaneously managing a recruiting and TA strategy upward to agency executives and building / operating a TA system across your team of recruiters.

What You'll Do Team Leadership - Manage, coach, and develop our recruiters as a true player-coach - carry your own req load and set the standard for how the team executes - Set goals, run regular pipeline reviews, and hold the team accountable for sourcing targets, submission volume, quality, and hires - Build a TA structure that can scale with us as we grow headcount 2x over the next four years Strategic Partnership - Partner with senior leadership on workforce planning, hiring forecasts, and talent strategy tied to our revenue and growth goals - Bring market intelligence - comp benchmarks, the competitive talent landscape, sourcing trends - into planning conversations - Advise and execute an “always-on” hiring strategy, ensuring that talent pipelines are built and nurtured over time Full-Cycle Recruiting - Personally own full-cycle recruiting for sales, strategic and key executive roles from intake through close - Run a high-volume outbound sourcing strategy - self-sourced pipeline, targeted outreach, market mapping - that directly supports revenue growth - Partner with hiring managers on role scoping, candidate experience, and offer strategy Systems, Process & AI - Own and improve our recruiting process inside Ashby, from req intake through offer - Build and maintain recruiting reports and dashboards so leadership has real visibility into pipeline health and team performance - Be the team's go-to person on recruiting tech - evaluate and roll out AI tools for sourcing, screening, and outreach that help the team move faster Metrics & Accountability - Own the team's KPIs: sourcing activity, submissions, submission-to-offer conversion, offer-accept rate, time-to-fill, and roles closed - Report on performance on a regular cadence and adjust the approach when the numbers say to - Treat new-hire retention as a recruiting metric - work with the rest of HR to close quality-of-hire gaps What You'll Bring - 10+ years in talent acquisition, including experience managing and developing recruiters - A track record of personally closing senior-level, sales, account management, and performance marketing roles - agency experience preferred - Strong ATS skills; hands-on Ashby experience preferred - Comfortable with AI recruiting tools, or quick to pick them up - Equally comfortable presenting to executive leadership and running your own desk - A process builder - you'd rather fix a broken workflow than work around it - A metrics-driven approach to managing a team - Experience recruiting internationally, with a track record of hiring in Canada, the UK, and LATAM - Experience recruiting in a fast-growing company is a plus How We'll Measure Success (First 6 Months) - The team is consistently hitting sourcing and submission targets, and you can see it in the reporting - Open roles are being filled against the headcount plan, with visible progress toward growth targets - There's a documented, repeatable process from intake to close that the team actually uses - Time-to-fill and offer-accept rate improve - New-hire retention improves - Recruiters on the team are retained and growing, not just the people they place - Reliance on outside agencies and contingency spend goes down as the in-house team scales - A regular workforce-planning cadence with senior leadership is established and running - AI tools are part of how the team sources and screens candidates Benefits and Perks We Provide - Remote Workplace.