Director of Talent Acquisition

Director of Talent Acquisition

High‑Growth Recruiting Leadership • Technical Talent • Workforce Scaling

About the Role

The Director of Talent Acquisition leads and scales the recruiting function for a rapidly growing organization across engineering, manufacturing, operations, commercial roles, and leadership. This role owns the full talent acquisition system—from workforce planning and recruiting strategy through sourcing, selection, offer management, and onboarding.

You will lead and develop the recruiting team, strengthen existing foundations, and build the infrastructure required for the next stage of organizational growth. This is a true builder role: part strategic leader, part hands‑on recruiter, directly involved in critical and hard‑to‑fill searches while developing a team capable of executing at scale.

Key Responsibilities

• Talent Acquisition Leadership — Lead and expand the Talent Acquisition function; develop the team, define roles, and build a recruiting organization capable of supporting high‑volume hiring.
• Recruiting Strategy — Own recruiting strategy across engineering, manufacturing, operations, corporate functions, and leadership; remain hands‑on with executive and specialized searches.
• Workforce Planning — Partner with executives and functional leaders to translate business plans into actionable hiring strategies, talent profiles, and clear priorities.
• Sourcing & Pipeline Development — Build proactive sourcing strategies and repeatable pipelines for competitive engineering, technical, manufacturing, and leadership talent.
• Process & Operating Rhythm — Establish scalable processes across intake, sourcing, screening, interviewing, selection, offers, and onboarding; build consistent operating rhythms with hiring leaders.
• Systems & Reporting — Improve ATS workflows, automation, reporting, and data quality; define meaningful recruiting metrics such as hiring velocity, time‑to‑fill, and pipeline health.
• Candidate Engagement — Build a high‑touch candidate experience and strong closing practices for competitive technical and leadership markets.
• External Partnerships — Maintain strong relationships with external recruiting partners; set expectations around quality, communication, responsiveness, and cost.
• Continuous Improvement — Identify bottlenecks and implement practical solutions that improve speed, quality, visibility, and hiring‑manager experience.

Qualifications

Experience

• 10+ years of progressive Talent Acquisition experience, including leadership of recruiting teams in high‑growth environments.
• Proven experience building or scaling internal recruiting functions, including team capacity, processes, systems, and metrics.
• Strong background recruiting engineering and technical talent (mechanical, electrical, controls, power, software, AI, and other specialized functions).
• Experience supporting high‑volume hiring while also managing specialized, leadership, and executive searches.
• Strong partnership experience with executives across workforce planning and recruiting strategy.
• Experience implementing or improving ATS platforms and recruiting technology.
• Technical industry experience (data centers, electrical equipment, power infrastructure, mission‑critical environments, industrial manufacturing) strongly preferred.

Leadership & Operating Skills

• Builder mentality with the ability to create structure without unnecessary bureaucracy.
• Comfortable operating as both a strategic leader and hands‑on recruiter.
• Strong sourcing instincts and closing skills in competitive technical markets.
• Ability to lead, coach, and hold a recruiting team accountable.
• Executive presence with the ability to advise, influence, and challenge hiring leaders.
• Data‑driven, high‑urgency operator comfortable making decisions in fast‑moving environments.

Education

• Bachelor’s degree or equivalent experience; technical or engineering background is a plus.