Director of Talent Acquisition

The Director of Talent Acquisition is a strategic leadership role responsible for developing and executing a comprehensive talent acquisition strategy that attracts, engages, and retains top-tier talent. This individual will lead and mentor a team of recruiting professionals, partner closely with senior leadership, and build scalable hiring processes that support the organization's growth objectives.

Key Responsibilities include but not limited to: Strategy & Leadership

• Develop and implement a forward-thinking talent acquisition strategy aligned with the company's business goals and workforce planning needs.

• Lead, coach, and develop a high-performing talent acquisition team.

• Serve as a trusted advisor to senior leadership and hiring managers on all talent-related matters.

• Establish and track key recruiting metrics (time-to-fill, cost-per-hire, quality of hire, offer

  acceptance rate) and present regular reports to leadership.

  Recruitment Operations

• Participate in and oversee full-cycle recruitment for all levels of the organization, including executive and hard-to-fill roles.

• Design and continuously improve recruiting processes, workflows, and candidate experience.

• Manage and optimize the Applicant Tracking System (ATS) and other recruiting technologies.

• Develop and manage relationships with external search firms, staffing agencies, and recruiting

  vendors.

  Onboarding Programs

• Continuously improve a structured onboarding experience that sets new hires up for success from day one.

• Partner with department leaders and HR to ensure onboarding is consistent, engaging, and aligned with company culture and role-specific expectations.

• Measure onboarding effectiveness through feedback surveys and retention data, and iterate accordingly.

• Ensure compliance with all required onboarding documentation and training. Internship & Early Career Programs

• Build and manage a robust internship and early career program that serves as a pipeline for full- time talent.

• Develop partnerships with universities, colleges, trade schools, and professional organizations to attract emerging talent.

• Create structured learning experiences, mentorship opportunities, and project assignments for interns and early career employees.

• Track program outcomes, conversion rates, and participant feedback to continuously improve the program.

1

Skills Gap Analysis

• Conduct regular skills gap analyses across the organization to identify current and future talent needs.

• Partner with department heads to assess team capabilities against business requirements and growth projections.

• Use findings to inform recruiting strategies, internal development initiatives, training investments, and succession planning priorities.

• Present skills gap findings and recommendations to senior leadership on a regular cadence. Succession Planning

• Partner with senior leadership and HR to identify high-potential employees and build succession pipelines for critical roles.

• Facilitate talent review processes and maintain updated succession plans across key departments.

• Develop strategies to accelerate the readiness of internal candidates for future leadership roles.

• Align succession planning efforts with broader workforce planning and organizational goals.

  Employer Branding & Sourcing

• Partner with Marketing and HR to build and promote a compelling employer brand across all channels.

• Develop proactive sourcing strategies to build robust talent pipelines for critical and recurring roles.

• Leverage social media, job boards, networking events, universities, and professional associations to attract diverse candidates.

  Diversity, Equity & Inclusion

• Champion DEI initiatives within the recruiting process to ensure equitable and inclusive hiring practices.

• Partner with DEI leadership to set and achieve diverse hiring goals. Compliance & Best Practices

• Ensure all recruiting practices comply with federal, state, and local employment laws and regulations.

• Maintain up-to-date knowledge of industry trends, compensation benchmarks, and talent market conditions.

• Other responsibilities as needed

  Qualifications Education

• Bachelor's degree in Human Resources, Business Administration, or a related field required.

• Master's degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.

2

Experience

• 10+ years of progressive talent acquisition experience, with at least 3 years in a leadership or management role.

• Proven track record of building and scaling recruiting functions in a fast-paced environment.

• Experience recruiting across multiple functions including corporate, technical, and operations

  roles.

  Skills & Competencies

• Strong leadership, coaching, and team development skills.

• Excellent communication, interpersonal, and stakeholder management abilities.

• Data-driven mindset with experience using recruiting analytics to drive decisions.

• Proficiency with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Lever) and LinkedIn

  Recruiter.

• Deep understanding of employment law and hiring compliance.

• Ability to manage multiple priorities in a dynamic, fast-moving environment.

  Working Conditions

• On-site / 4 days per week, remote work on Friday, Irvine, CA

• Travel may be required up to 5% of the time.