Director of Recruitment

Responsibilities & Duties

• Define and execute a comprehensive talent acquisition strategy aligned to COOL's growth objectives.
• Build, mentor, and manage a team of recruiters and sourcing specialists.
• Partner with C-suite and department heads to forecast hiring needs and develop workforce plans.
• Own and continuously improve KPIs: time-to-fill, quality-of-hire, offer acceptance rate, and cost-per-hire.
• Lead searches for senior, technical, and hard-to-fill roles across all US business units.
• Design structured, inclusive interview processes and ensure a consistent, high-quality candidate experience.
• Negotiate and close competitive offers in line with compensation benchmarks.
• Serve as COOL's talent brand ambassador at industry conferences, recruiting fairs, and networking events.
• Plan, coordinate, and attend 8–12 recruiting events and conferences per year.
• Develop compelling recruitment marketing content (job descriptions, social media, event materials).
• Build university and community college partnerships to develop early-career talent pipelines.
• Own the ATS (Applicant Tracking System) and recruiting tech stack; drive adoption and data hygiene.
• Establish reporting cadences and present talent metrics to leadership.
• Ensure all recruiting practices comply with EEOC, OFCCP, and applicable US employment law.

Qualifications

• 8+ years of progressive talent acquisition experience, with at least 3 years in a leadership or management role.
• Experience recruiting across international markets, including familiarity with regional compliance frameworks such as GDPR, local labor laws, and cross-border hiring regulations (e.g., UK, EU, Canada, or APAC); ability to navigate work authorization requirements and partner with legal counsel on international offer structures.
• Demonstrated success building or scaling recruiting functions at high-growth companies.
• Experience managing, attending, or sponsoring industry conferences and recruiting events.
• Proficiency with an ATS (Greenhouse, Lever, Workday, or similar) and sourcing tools (LinkedIn Recruiter, etc.).
• Strong understanding of US employment law, EEOC compliance, and inclusive hiring best practices.
• Bachelor's degree in Human Resources, Business, or a related field — or equivalent experience.
• PREFERRED: Experience in a Series B–D or publicly traded tech/SaaS company.
• SHRM-CP/SCP, PHR/SPHR, or equivalent HR certification.
• Track record of building diverse talent pipelines and employer brand programs.