The Director, Talent Acquisition is responsible for setting and leading the enterprise talent acquisition strategy to support business growth, organizational effectiveness, and long-term workforce planning. This role owns the full Talent Acquisition function, shaping how we attract, assess, and hire the right talent with both efficiency and intention-ensuring an exceptional experience for candidates and hiring managers while recognizing the far-reaching impact hiring decisions have on organizational performance, culture, and growth.
In This RoleTalent Acquisition Strategy & Workforce Planning
- Define and lead the enterprise Talent Acquisition strategy aligned with business goals and growth plans, ensuring hiring efforts directly enable short- and long-term business objectives
- Own workforce planning in partnership with executive leadership and FP&A, translating business priorities into hiring strategies to ensure the right roles are prioritized and resourced at the right time
- Anticipate talent needs and market challenges, developing proactive, forward-looking solutions to reduce hiring risk and avoid reactive, last-minute recruiting
- Establish hiring priorities and make tradeoff decisions across roles, teams, and investments to ensure roles driving the greatest business impact are filled efficiently
Operating Model & Process Design
- Evolve the Talent Acquisition operating model, including roles, processes, service levels, and expectations to create clarity, accountability, and consistency across the organization
- Design scalable, consistent hiring processes that balance efficiency, quality, and candidate experience to improve speed, quality of hire, and stakeholder satisfaction
- Establish clear accountability across TA and hiring managers for hiring outcomes to ensure shared ownership and consistent hiring results
- Oversee and manage compensation research and analysis, ensuring alignment with industry standards, and equitable compensation practices that align with Four Hands compensation strategy
Systems, Tools & Innovation
- Own Talent Acquisition systems strategy, ensuring effective integration and utilization of platforms (e.g., Greenhouse, Rippling) to enable seamless workflows, accurate data, and improve decision-making
- Identify opportunities to leverage technology, automation, and AI to increase organizational effectiveness, improve decision-making, reduce manual effort, and enable the function to scale with the business
- Oversee vendor strategy, including agency partnerships and external tools to optimize spend and maximize return on investment
Data, Metrics & Performance Management
- Define success metrics and performance benchmarks for the TA function to clearly measure effectiveness and drive accountability
- Ensure hiring is data-driven, with clear reporting on pipeline health, time-to-fill, quality of hire, and experience to inform strategic decisions and continuous improvement
- Provide insights and recommendations to senior leadership to inform business decisions to influence business strategy and hiring priorities
Cross-Functional Leadership & Influence
- Lead alignment across People & Culture functions (Talent, People Operations, People Development, Employee Engagement) to ensure a cohesive and integrated talent strategy
- Partner with business leaders to influence hiring decisions and challenge assumptions when needed to improve quality of hire and align talent with business needs
- Serve as a trusted advisor to senior leadership on talent market trends and hiring strategies to position the organization competitively in the market
- Other duties as assigned, in accordance with training and qualifications
- Uphold the Core Values and be a valuable member of the Four Hands Team
- Be open and honest
- Reach for excellence
- Act with responsibility
- Value the whole person
- Enjoy the journey
The Ideal Person- 15+ years of progressive Talent Acquisition experience, including 8+ years in a leadership role, owning strategy and team performance
- Experience leading Talent Acquisition for a mid-sized or scaling organization, with responsibility for workforce planning and hiring strategy
- Demonstrated experience partnering with executive leadership to influence hiring decisions and align talent strategy to business goals
- Strong executive presence, communication, and influencing skills across senior stakeholders
- Experience leading leaders and building high-performing and accountable teams
- Strong experience leveraging data, systems, and market insights to inform strategy and drive measurable outcomes (e.g., Greenhouse, Rippling)
- Experience owning budgets, vendor strategy, and resource allocation decisions
- Demonstrated ability to operate in ambiguity, anticipate future talent needs, and proactively mitigate hiring risks
