The Role
This is a role for an exceptional recruiter who knows it's time for their next step. You've built a strong track record - likely a blend of agency intensity and in-house partnership - and now you want ownership: of searches, of relationships, and of a talent program you get to build and make your own.
As our Director of Talent, you'll be the talent engine behind a portfolio of scaling SaaS and MSP companies. You'll work shoulder-to-shoulder with founders, executives, and hiring managers across multiple businesses, understanding how each one creates impact in its industry, and bringing them the talent that fuels their next stage of growth. It's the best of both worlds: the pace and variety of agency work, with the depth, trust, and proximity to the business that only an in-house seat provides.
You'll also shape how we recruit. We're building a modern, AI-forward talent program that uses AI to move faster and reach further at every stage of the funnel, while keeping human connection at the heart of every candidate and hiring manager relationship. You'll be the one who designs that balance and proves it works.
What You'll Own
- Build the talent program. Design and own how Top Down recruits across the portfolio: the playbooks, the processes, the tooling, and the standards that make hiring a competitive advantage for every company we back.
- Run searches end-to-end. Lead full-cycle recruiting across go-to-market, technical, and operational roles for multiple portfolio companies, including intake, sourcing, assessment, offer strategy, and close.
- Build an exceptional SaaS and MSP network. Develop deep, lasting relationships across the SaaS and MSP ecosystem so that when a portfolio company needs to hire, you already know who to call.
- Be a true partner to hiring managers. Earn a trusted-advisor seat with founders and leaders - challenge role scoping, coach interviewers, raise the bar on every hire, and keep momentum on every search.
- Deliver speed at scale. Scaling companies can't wait for talent. Build pipelines and processes that bring exceptional people in quickly without ever trading quality for velocity.
- Lead with AI, anchored in human connection. Bring exceptional AI knowledge and efficiency to the program across sourcing, research, outreach personalization, screening, and workflow automation, while ensuring every candidate and hiring manager feels a genuinely human experience.
- Own the candidate experience. Make every touchpoint, regardless of outcome, reflect the caliber of the companies you represent.
Who You Are
- An exceptional recruiter with 7+ years of full-cycle experience and a record of landing hard-to-find talent in competitive markets.
- Agency-trained, in-house-hearted. You've lived the pace, rigor, and business development of agency recruiting - and you've learned you do your best work close to the business, connected to hiring managers and invested in outcomes beyond the placement.
- A builder. You're energized by whitespace. You want to create the program, not inherit it, and you know how to build systems that scale without becoming bureaucratic.
- A relationship builder first. Candidates trust you, hiring managers seek you out, and your network keeps growing because people genuinely enjoy working with you.
- Multi-client fluent. You can move between companies, stages, and skill sets in a single day without losing the thread - and you find energy in that variety.
- AI-fluent and forward-leaning. You're already using AI to recruit smarter, and you have a point of view on where it accelerates the funnel and where the human touch is non-negotiable.
- Autonomous and accountable. You want ownership, you manage your own priorities, and you hold yourself to outcomes, not activity.
- High-judgment. You handle sensitive information, offers, and people dynamics with discretion and sound instincts.
Nice to Haves
- Experience recruiting within or for SaaS, MSP, or broader B2B technology companies.
- Exposure to venture capital, private equity, or multi-company portfolio environments.
- Experience standing up or maturing a talent function, including tooling, employer brand, process, metrics.
- Familiarity with modern ATS platforms and AI recruiting tools.
Why This Role
- Build something that's yours. This isn't a seat on an existing team - it's the opportunity to design and own the talent program for an entire portfolio.
- Ownership and autonomy from day one. You'll run searches, relationships, and strategy end-to-end, with a direct line to leadership.
- The best of both worlds. Agency-style variety across multiple companies, industries, and stages, with in-house depth, trust, and impact.
- A front-row seat in venture capital. Work inside a firm creating impact across multiple organizations in an ever-growing industry and watch your hires compound into company outcomes.
- Hybrid in Vancouver. In-office collaboration with real flexibility.
