Director, Talent Acquisition California, Santa Clara

Job Description The Director, Talent Acquisition, will build and lead a world-class recruiting organization that hires the best technical talent in the industry at the pace our growth demands. You will own TA strategy end to end: team, process, employer brand, and data. You will partner on the development of the Technology. This is a builder role. You will serve as a trusted advisor to the executive team and work shoulder to shoulder with Engineering, Business Unit, Sales, G&A leadership, who are your most important hiring partners. Responsibilities Build the organization Design and stand up a scalable TA function, including team structure, recruiter-to-hire ratios, sourcing, coordination, and recruiting operations. Hire, develop, and lead a high-performing team of recruiters, sourcers, and coordinators. Win the best talent across the business Lead hiring for hard-to-fill technical roles across MEMS, analog and mixed-signal design, clocking and timing ICs, verification, firmware, systems, and software engineering. Build a dedicated focus on Sales, Business Unit General Managers, and G&A (Finance, Legal, IT, and HR), hiring the commercial and operating leaders who will scale SiTime toward $1 billion in revenue. Own Executive Leadership recruiting for VP and C-level roles: run confidential searches, manage retained search firms, and deliver a high-touch experience for executive candidates. Build proactive pipelines and talent maps of top semiconductor and adjacent tech talent, including senior individual-contributor and future executive talent. Shape a differentiated employer brand that makes SiTime the destination for the industry's top engineers and business leaders. Create the Global University Talent Program to acquire key new generation talent. Build the program that will Partner with leadership and engineering Serve as a strategic advisor to the executive team on workforce planning and talent market dynamics. Partner with Executive Leadership to deliver the Annual Headcount Plan each year, translating it into quarterly hiring targets by function and flagging risks to plan early with clear mitigation options. Build and maintain a real-time hiring dashboard and regular reporting cadence so every leader knows the status of open roles, pipeline health, offers, and starts in their organization. Build a direct operating rhythm with engineering leaders: joint hiring plans, calibrated role profiles, structured interview loops, and regular pipeline reviews. Partner with HR and engineering leaders to integrate and retain talent joining from the Renesas timing acquisition, and extend recruiting across the combined global footprint. Run TA as a business Own TA metrics and reporting, including time to fill, quality of hire, offer acceptance, pipeline diversity, cost per hire, and hiring manager satisfaction. Deliver a consistent, high-touch candidate experience from first contact to start date. Partner with Total Rewards on competitive offers, including equity, and with Legal on immigration and global hiring compliance. What You Bring 12+ years in talent acquisition, including 5+ years leading recruiting teams at a high-growth technology company. A track record of building or rebuilding a TA organization during hypergrowth, scaling hiring volume 2x or more while raising the quality bar. Deep experience recruiting senior engineering talent, plus a proven record leading VP and C-level searches and hiring sales leaders, business unit GMs, and G&A executives; semiconductor, hardware, or deep-tech experience strongly preferred. Credibility with C-suite executives and engineering leaders, with the judgment to push back and the influence to change how hiring decisions get made. Public-company experience, including headcount planning against financial targets and board-level reporting. Fluency with modern TA technology, data, and AI-enabled recruiting tools. Experience hiring across multiple geographies and managing visa and immigration processes. A builder's bias for action, comfort with ambiguity, and a reputation for developing recruiting talent. Bachelor's degree or equivalent experience. What Success Looks Like in Year One A fully staffed TA team with clear roles, capacity models, and a scalable operating cadence. An engineering hiring partnership in place, with agreed role profiles, structured interviews, and weekly pipeline reviews. The annual hiring plan delivered on time, with measurable gains in time to fill, offer acceptance, and quality of hire. A modernized TA tech stack and an executive dashboard the leadership team uses to make decisions. A recognizable employer brand in the semiconductor talent market. At SiTime, we believe great work deserves great rewards. We offer a comprehensive and highly competitive compensation package designed to attract top talent. The final offer is determined by factors such as location, experience, education, and training. In addition to base salary, this role is eligible for a quarterly bonus tied to the achievement of innovation goals—reflecting our commitment to recognizing meaningful impact. We also offer equity grants, providing a meaningful opportunity to share in the company’s future growth and success. Benefits offered 401k plan, health and wellness that includes medical, dental, vision, life, parental leave, legal services, and time off plans. SiTime is an Equal Opportunity Employer . We treat each person fairly and we do not tolerate discrimination or harassment against anyone on the basis of any protected characteristics, including race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, political affiliation, protected veteran status, protected genetic information, or marital status or other characteristics protected by law.SiTime participates in the E-Verify program. Learn More about SiTime: Review the Get to Know SiTime section of our career page to explore our culture, values, and what makes us unique. #J-18808-Ljbffr SiTime Corp.