Director of Talent Acquisition

Director of Talent Acquisition

Position Location

Remote

Reports To

Chief People Officer

Travel

Approximately 20-30%, based on recruiting activity, site support, leadership meetings, and integration needs.

Citizenship / Clearance

U.S. citizenship required. Must be able to obtain and maintain a security clearance as business needs require.

Role Type

Senior enterprise Talent Acquisition leadership role

Position Summary

Falcata is seeking a hands-on, business-oriented Director of Talent Acquisition to lead enterprise recruiting strategy and execution for a growing defense technology platform.

Reporting to the Chief People Officer, the Director will lead and develop the Talent Acquisition function, strengthen workforce planning, integrate recruiting operations, and establish scalable processes, technology, and analytics that support business priorities, government programs, and anticipated growth. This is a working leadership role requiring both strategic direction and direct involvement in selected executive, specialized, and business-critical searches.

The successful candidate will bring strong technical and defense-market recruiting experience, sound business judgment, and the ability to partner with executives, P&L leaders, Engineering, Operations, Growth, Finance, Security, and HR colleagues to build the talent pipelines required for organic growth and acquisitions.

Key Responsibilities

Talent Acquisition Strategy and Workforce Planning

• Develop and execute an enterprise Talent Acquisition strategy aligned with business priorities, government contracts, technical programs, acquisition activity, and anticipated workforce growth.
• Partner with the CPO, business leaders, Business Development, Capture, Finance, and Operations to forecast workforce needs, evaluate contract opportunities, and establish recruiting priorities.
• Provide labor-market intelligence, compensation insights, talent-availability assessments, and sourcing recommendations to inform workforce planning and hiring decisions.
• Identify critical skill gaps and build proactive talent pipelines for priority engineering, technical, manufacturing, cleared, and leadership roles.

Recruiting Leadership and Operational Delivery

• Lead, coach, and develop the Talent Acquisition team, establishing clear service standards, operating rhythms, accountability, and a strong candidate and hiring-manager experience.
• Assess team capabilities, requisition workloads, and resource allocation while ensuring recruiting delivery is aligned to business priorities and capacity.
• Personally lead or support selected executive, specialized, high-impact, or difficult-to-fill searches as needed.
• Partner with hiring managers to strengthen intake, selection, interview, decision, and offer practices and improve quality and speed of hiring.

Recruiting Operations, Technology, and Integration

• Assess and integrate recruiting practices, systems, workflows, and resources across Falcata and acquired businesses, establishing scalable enterprise standards while allowing appropriate business-specific variation.
• Optimize applicant tracking systems, sourcing platforms, reporting capabilities, automation, and responsible AI-enabled recruiting workflows with appropriate governance and human oversight.
• Establish consistent recruiting processes, documentation, controls, and service levels that support compliance, audit readiness, and efficient hiring execution.
• Manage external recruiting vendors and agencies, evaluating performance, cost, quality, and appropriate use of external support.

Specialized Technical and Defense Recruiting

• Develop recruiting strategies for specialized engineering, technical, manufacturing, production, and cleared roles, including RF, radar, sensing, guidance, navigation, embedded software, systems engineering, and related disciplines.
• Support recruiting across research and development, production operations, government programs, customer-site environments, and other mission-critical workforce segments.
• Build relationships with universities, technical associations, veteran communities, professional networks, and specialized talent sources to strengthen long-term pipelines.
• Partner with Security, Legal, HR, and business leaders to address citizenship, clearance, export-control, contract-specific, and other hiring requirements.

Recruiting Analytics, Quality, and Financial Accountability

• Establish meaningful recruiting metrics focused on quality of hire, workforce readiness, retention, time-to-fill, requisition aging, offer acceptance, source effectiveness, pipeline conversion, cost, and team capacity.
• Use recruiting data and workforce insights to identify bottlenecks, improve processes, prioritize resources, and provide executive visibility into hiring performance and risks.
• Partner with HR and business leaders to assess new-hire effectiveness and identify opportunities to improve selection, onboarding, and early retention.
• Develop recruiting budgets, staffing plans, vendor strategies, and technology priorities aligned with enterprise growth and value-creation objectives.

Executive Partnership, Employer Brand, and Compliance

• Serve as a trusted Talent Acquisition advisor to the CPO, executive leadership, hiring managers, and business leaders on talent-market conditions, workforce risks, and recruiting strategy.
• Partner with Marketing and Communications to strengthen Falcata's employer brand, employee value proposition, and external talent messaging.
• Promote fair, consistent, evidence-based recruiting practices that comply with applicable employment laws, federal-contractor requirements, company policies, and internal governance standards.
• Support M&A diligence, Day 1 readiness, and integration by assessing recruiting capability, critical talent needs, recruiting systems, pipelines, vendors, and workforce risks of acquired businesses.

Organizational Capability and Continuous Improvement

• Build a high-performing Talent Acquisition organization with clear priorities, role accountability, talent development, succession depth, urgency, and continuous-improvement discipline.
• Develop practical playbooks, dashboards, governance routines, and escalation paths that improve hiring speed, quality, consistency, and manager accountability.
• Partner with HR Business Partners, Total Rewards, HRIS, Talent Development, and business leaders to ensure recruiting is connected to workforce planning, career development, retention, and broader People priorities.
• Ensure Talent Acquisition is prepared to support both current programs and future growth, including multiple acquisitions and rapid workforce expansion.

Required Qualifications

• 10+ years of progressive Talent Acquisition experience, including significant technical and professional recruiting responsibility in complex, growth-oriented environments.
• 5+ years of experience leading, coaching, and developing recruiting teams or enterprise recruiting functions.
• Demonstrated experience developing recruiting strategies, improving recruiting operations, and supporting organizational growth at scale.
• Strong knowledge of full-cycle recruiting, sourcing, applicant tracking systems, recruiting analytics, selection practices, and hiring-process governance.
• Experience supporting defense, aerospace, government contracting, advanced engineering, manufacturing, or similarly complex technical environments.
• Demonstrated ability to partner with senior executives, P&L leaders, hiring managers, and cross-functional stakeholders while maintaining a practical, business-oriented approach.
• Strong analytical, communication, problem-solving, relationship-management, and change-management skills.
• Experience using recruiting metrics, labor-market data, and workforce insights to improve decision-making and business outcomes.

Preferred Qualifications

• Experience supporting recruiting operations within a midsized defense contractor or other private-equity-backed growth company.
• Experience with mergers, acquisitions, workforce transitions, and integration of recruiting teams, systems, and processes.
• Experience with cleared recruiting, contract capture, proposal staffing, and specialized engineering or manufacturing recruitment.
• Experience with recruiting budgets, vendor management, workforce planning, automation, AI-enabled workflows, and technology transformation.
• Experience with Deltek Costpoint, Workday, or comparable ATS/HRIS platforms and recruiting analytics tools.
• Bachelor's degree in Human Resources, Business Administration, Management, or a related field required; advanced degree and/or SHRM-SCP, SPHR, or related certification preferred.

Employment Requirements

• U.S. Citizenship Required: Yes.
• Security Clearance Required: Must be able to obtain and maintain a security clearance as business needs require.
• Work Arrangement: Remote, with travel to Falcata sites, leadership meetings, recruiting events, and business locations as needed.
• Travel: Approximately 20-30%, with additional travel during acquisition, integration, or critical hiring activity.
• Position Contingent upon Award of Contract: No.
• Employment is contingent upon successful completion of background check, security investigation, and drug screening requirements.

Benefits and Equal Employment Opportunity

Falcata offers a competitive salary and comprehensive benefits package, including retirement programs, flexible work schedules, tuition reimbursement, paid leave, and other benefits subject to applicable plan terms and company policy. Specific benefit language should be updated based on the final posting entity and go-forward benefits structure.