Director of Talent Acquisition

Fully remote | Leads a business line | Works directly with the CEO

We have automated the recruitment lifecycle. Clients around the world already use our technology to hire at scale.

The technology does the heavy lifting. You own everything around it: the clients, the commercials, the numbers, and where we go next. You work side by side with our engineers to shape what we build, and you sit across the table from our clients.

We're looking for an industry leader who brings ideas we haven't thought of yet.

What you will own

• Growth. Win more accounts, grow the ones we have, and open new markets.
• The P&L. Revenue, costs, margins and pricing. You know what each account earns and why.
• The product, with engineering. You know what clients need before they ask. You turn that into what engineering builds next, test what they ship, and decide what not to build.
• Clients and markets. You're client-facing. You know our clients and prospects inside out, and you find where else our technology can go.
• Client growth. Clients keep adding new roles and sites with us, and you help them get there.
• The playbook. You know which approach works for which client. You write it down so the whole team can use it.
• Our own talent. You're responsible for the quality and level of the people in our business. You scout the best talent out there and bring them onto our team.

What a good year looks like

• Every client adds at least one new hiring requirement during the year.
• Client satisfaction (NPS) of 50 or higher.
• You set ambitious revenue goals and meet them.
• Margins go up as we grow.
• New accounts come in from industries and markets we don't serve today.
• Our team is stronger at the end of the year than at the start.

Three challenges you will solve

1. Markets and industries. You work with the CEO and leadership to decide about expansion. Then you lead the launch.
2. Set ambitious revenue goals and meet them, with margins going up.
3. Turn every account into proof, with numbers strong enough to win the next client.

You might be a fit if you have

• At least 3 years leading tech-first recruiting operations. Leading, not just owning or executing. That means you set the direction, built and managed the team, and answered for the results.
• Hands-on experience automating sourcing and screening. You can explain exactly how you did it and what changed.
• Built tools with AI yourself, such as agents, automated workflows or AI screeners, and can walk us through how they work. Using a chat assistant is not enough.
• Run volume hiring of at least 100 hires.
• Worked side by side with engineers to build hiring technology.
• Run the commercial side: pricing, revenue, costs and margins.
• Been client-facing at a senior level.
• A strong grip on recruitment funnel numbers: how many candidates move from each stage to the next, what changes those numbers, and how to use them to make decisions.
• A wide network and the habit of being out there finding talent.
• Clear, simple written English.

How we work

• Fully remote, across time zones. Our clients are worldwide.
• Fast moving. Plans change, and you will often work without full information.

Screening questions

1. In what ways have you automated sourcing and screening What was manual before, what did you build, and what changed in the numbers
2. Describe one tool you built with AI. What does it do, how does it work, and who uses it
3. Tell us about your largest volume hiring project. How many hires, in what time, and what did the funnel look like
4. Tell us about a decision you made from funnel numbers. What did the numbers show and what did you change
5. Which industry or market would you take a recruitment automation business into next, and why
6. What is one thing about recruiting or hiring technology you think most people get wrong