Director, Global Executive Talent Acquisition at Equinix, Dallas, TX

Director, Global Executive Talent Acquisition at Equinix — Dallas, TX

Equinix is the world's digital infrastructure company®, and its leadership bench is scaling at the very moment digital infrastructure is being redefined. As Director, Global Executive Talent Acquisition, you will lead the GETA team and own day-to-day delivery of executive search for VP, SVP, and selected C-suite appointments worldwide — moving the function from reactive search toward a genuine capability engine that weighs internal succession, mobility, and external hire as equal routes to strength.

This full-time role is based in Dallas, TX, and offers a mandate to build that engine rather than inherit one. You will report to the Senior Director, Talent Marketplace, translating executive hiring strategy into exceptional execution through a collaborative, multi-stakeholder model.

Why This Role Matters

• Shape leadership: Identify and engage the executives who can deliver critical business priorities for Equinix.
• Build lasting capability: Create a global search engine that becomes stronger, faster, and more insightful with every mandate.
• Lead through influence: Partner with senior executives, HR leaders, and specialist teams across a complex global organisation.

Core Responsibilities

• Lead and develop the GETA team: Set clear expectations, establish strong operating rhythms, and create meaningful career pathways for senior practitioners through thoughtful capacity planning, coaching, and performance management.
• Deliver executive search with excellence: Own day-to-day delivery for VP, SVP, and selected C-suite searches globally — from intake and success profile through assessment, selection, and offer close.
• Raise the bar on search quality: Coach recruiters hands-on in market mapping, outreach, assessment, candidate care, and senior stakeholder management while embedding consistent standards across active searches.
• Partner at the highest levels: Engage senior hiring executives, people business partners, and hiring managers to align on outcomes, interview plans, decisions, and risks, with clear reporting on the executive hiring portfolio.
• Build talent pipelines before they are needed: Maintain a current view of executive talent pools across priority capabilities, competitors, and adjacent sectors, converting intelligence into repeatable outreach plans.
• Turn market insight into better decisions: Partner with Talent Intelligence and Total Rewards to bring data-driven perspective to hiring choices.

What You Bring

To thrive here, you are both a leader of people and a practitioner of the craft — bringing structure without bureaucracy and pace without compromising judgement. The ideal candidate combines significant experience in talent acquisition with demonstrated success leading executive search or comparable global programs in a complex, matrixed organisation. Experience at a global external search firm is a strong plus, alongside the presence to partner credibly with C-suite stakeholders and the commercial discipline to manage program budgets.

Compensation and Benefits

Equinix offers competitive, inclusive, and sustainable benefits. The targeted base pay range for this full-time position at the Dallas Infomart Office is $177,000 to $265,000 USD annually, reflecting base pay only. Employees are also eligible for bonus, and equity may be offered. Comprehensive health, life, and disability insurance, retirement plans, paid time off, and an Employee Assistance Program round out the package.

Application Tips for Executive TA Leaders

To stand out, your materials should reflect the specialized nature of executive hiring at a global digital infrastructure company:

• Highlight data-driven search metrics: Emphasize experience using dashboards and quality signals — discuss how you have improved cycle time, offer acceptance rates, or cost-per-hire in a matrixed environment.
• Showcase cross-functional partnership: Detail specific examples of collaborating with Talent Intelligence and Total Rewards teams, and how you translated market compensation data into successful offer management.
• Demonstrate industry awareness: Show familiarity with the digital infrastructure landscape and the competitive talent pool for IT infrastructure leadership.
• Discuss build-versus-buy strategy: Be prepared to articulate your philosophy on managing external search firms versus building internal executive search capabilities — a critical mandate for this role.

Ready to Shape What Comes Next?

This is not a role for someone who wants a settled machine. You will build standards, influence senior leaders, and hold pace and quality together under real pressure. If you believe executive hiring should leave the organization stronger — not simply fill a vacancy — this is your opportunity.