Description & Requirements Director of Talent Acquisition FrontSteps, a profitable high-growth industry leader, is seeking their first Director of Talent Acquisition to partner directly with the CEO and build the best team in the game. This is a hands-on recruiting seat, not a management layer. You carry the reqs, you work the phones, and you close. The mandate is simple and it is measured: raise talent density by bringing in exceptional talent at all times, across every function, faster and better than the competition can. Talent gaps rarely close on their own, so this role acts with urgency and conviction rather than waiting for the market to deliver.
What You Will Own: - Full-cycle recruiting, end to end and on-site. You personally source, screen, assess, and close talent from individual contributor through VP and executive leadership.
- Pipeline building. Proactive outbound sourcing of passive, top-performing candidates and a standing bench of talent for the roles the business will need next, not just the ones open today.
- Hiring manager partnership. Set the bar with each functional leader, write the scorecard, run the process, and hold the line on quality.
- Offers and closing. Market data, leveling, and offer construction that wins the candidates you want without breaking the bands.
- Recruiting operations and employer brand. The ATS, the sourcing stack, the metrics that drive data-driven hiring decisions, and the story that makes this company worth joining.
- Speed and cost. Own time-to-fill, quality-of-hire, and the elimination of agency spend.
What Makes This Different: This is not an HR role. Benefits, payroll, compliance, employee relations, and HR administration are handled by the PEO (Professional Employer Organization) and a separate HR Generalist contractor who reports to the CEO. Performance management and talent development are owned elsewhere. One hundred percent of your time goes to recruiting. Your sole mission is attracting, assessing, and closing exceptional talent. You report directly to the CEO, set the recruiting philosophy, and build a world-class recruiting function that you own outright. This is a high-accountability seat for a recruiter who wants scope and wants to be measured on results.
Best-in-Class Benefits and Culture: Our client values their employees' time and effort. Their competitive compensation of $150,000 - $190,000 base salary, plus a 15% target annual bonus, demonstrates their commitment to attracting exceptional talent. FRONTSTEPS knows that great hiring creates outsized business value, and is willing to pay well for a recruiter who can consistently upgrade talent across the organization. Their benefits package includes:
- Medical, dental, and vision insurance
- 401(k) with company contribution
- Life and disability insurance
- Employee assistance program
- Paid time off
- Paid holidays
- Direct access to the CEO and the executive leadership team
Plus, we work to maintain the best environment for our employees, where people can learn and grow with the company. We strive to provide a collaborative, creative environment where everyone feels encouraged to contribute to our processes, decisions, planning, and culture.
To thrive as the Director of Talent Acquisition, you should have: - A proven full-cycle recruiter who has personally sourced and closed VP-level talent without agency dependency, at a pace of at least 20 hires per year.
- AI-first mindset with hands-on experience using AI across sourcing, screening, and outreach to increase leverage, paired with strong judgment to verify and challenge its output. We cannot afford to go backwards with AI.
- Deep sourcing craft: outbound, referrals, networks, and market mapping. You find the people who are not looking.
- Experience recruiting in a growth-stage, private equity-backed company of roughly 75 to 100 employees, where you are the whole recruiting function rather than one seat inside a large team.
- Prior staffing agency or large in-house recruiting experience preferred. You learned the rigor, structure, and pace of a big player before bringing it in-house.
- A track record of recruiting technical, sales, and leadership roles, with credibility in the room with the hiring executives.
- Command of recruiting metrics: time-to-fill, source of hire, quality-of-hire, offer acceptance, and agency spend reduction.
- Fluency with compensation benchmarking, leveling, and offer strategy, plus the financial literacy to model fully loaded headcount costs.
- Executive presence and analytical rigor, with the ability to communicate clearly with the CEO, defend a point of view, and stand behind data-driven recommendations.
Recruit the Team That Wins the Market: If you are a high-performing recruiter ready to partner directly with the CEO, build the best team in the game, and make a lasting impact on a growing Denver company through talent, apply today.
We anticipate that the application window will close in 60 days.
