Director - Talent Acquisition
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless posting actually states them. Prefer few substantive sections over many thin ones.
We need to parse the posting.
Key sections:
- Company description (intro) maybe "About the company" but not required heading? Could be "About the role"? Actually "Job Summary" is present. We can treat that as "About the role" maybe. The instructions: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections to include based on content.
We have:
- Job Summary: description of role, impact, responsibilities.
- "What Your Impact Will Look Like" bullet list of responsibilities.
- "You Will Love This Job If You Have" list of qualifications/experience requirements.
- Pay Range: USD $120,000 - $180,000 /Yr.
- About Us (company description) maybe not needed as heading? Could be "About the company" but not in list; but we could include as prose under maybe "About the role"? However they said use headings for those specific examples; but we can also include other headings? Probably stick to those.
- Security And Privacy Requirements: maybe part of Requirements? Could be included under Requirements.
- The Team, The Culture, The Impact: maybe not needed as separate sections; could be omitted as boilerplate? They are not duplicated lines but they are descriptive about company; but they might be considered boilerplate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The Team, Culture, Impact maybe not boilerplate but could be considered fluff; but they are substantive about company culture. However we prefer few substantive sections over many thin ones. Could combine company description into a short paragraph under maybe "About the role" or separate "About the company" but not in list. Might be okay to include as a
under maybe no heading? But they said use headings for sections; we could still have a
without heading? Probably better to include a short intro as
before sections.
- The Benefits: list of benefits. This is substantive; we should include Benefits section.
Thus sections: About the role (Job Summary + What Your Impact Will Look Like), Responsibilities (maybe part of that), Requirements/Qualifications (You Will Love This Job If You Have + Security And Privacy Requirements), Benefits, Pay.
Schedule: not mentioned, so omit.
We need to avoid filler like "commensurate with experience". Not present.
We need to use
- for any list of duties/requirements/benefits.
Thus:
- For Responsibilities: we have bullet list under "What Your Impact Will Look Like". We'll make
- each.
- For Requirements: list under "You Will Love This Job If You Have". Also Security And Privacy Requirements maybe separate bullet? It's a paragraph; we could include as
under Requirements.
- Benefits: list under "The Benefits". We'll make
- .
- Pay: we have Pay Range; we can put as
maybe under Pay heading.
We need to ensure we preserve all substantive information. Let's extract details.
Company intro paragraph: "The Company Serving the People Who Serve the People Granicus is driven by the excitement of building, implementing, and maintaining technology that is transforming the Govtech industry by bringing governments and its constituents together. We are on a mission to support our customers with meeting the needs of their communities and implementing our technology in ways that are equitable and inclusive. Granicus has consistently appeared on the GovTech 100 list over the past 5 years and has been recognized as the best companies to work on BuiltIn. Over the last 25 years, we have served 5,500 federal, state, and local government agencies and more than 300 million citizen subscribers power an unmatched Subscriber Network that use our digital solutions to make the world a better place. With comprehensive cloud-based solutions for communications, government website design, meeting and agenda management software, records management, and digital services, Granicus empowers stronger relationships between government and residents across the U.S., U.K., Australia, New Zealand, and Canada. By simplifying interactions with residents, while disseminating critical information, Granicus brings governments closer to the people they serve—driving meaningful change for communities around the globe. Want to know more? See more of what we do here ."
We can keep that as a
maybe under no heading or under "About the company". But heading list didn't include About the company; but we could still include a heading like "About Granicus"? Not in examples but maybe okay. However instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples, not exclusive. So we could add other headings if needed. But they also say "Prefer a few substantive sections over many thin ones." So maybe we combine company intro into a brief paragraph under "About the role" or just as a leading
before sections.
Job Summary: "Granicus is looking for a Director, Global Talent Acquisition to lead and elevate our global recruiting function. This is a high-impact leadership role for a talent acquisition leader who can combine recruiting strategy, operational discipline, people leadership, market insight, and the strategic application of AI to transform how we attract, engage, and hire exceptional talent across a complex, global organization. In this role, you will own the global talent acquisition strategy, operating model, recruiting priorities, and performance expectations for the function. You will directly lead the global recruiting team and provide matrixed oversight, strategic direction, and operational alignment for the India recruiting team. You will partner closely with executives, HR Business Partners, hiring leaders, and cross-functional teams to ensure our hiring practices are scalable, inclusive, data-driven, compliant, and aligned to business growth."
That's prose.
Then "What Your Impact Will Look Like" list:
- Lead global talent acquisition strategy. Own the recruiting strategy, operating rhythms, priorities, and performance expectations for the global recruiting function, ensuring the team delivers against business hiring needs with quality, speed, consistency, and strong stakeholder partnership.
- Lead strategic workforce planning. Partner with executive leaders, Finance, HR Business Partners, and business leaders to anticipate future talent needs, evaluate build-versus-buy talent strategies, identify hiring risks, and develop proactive talent acquisition plans aligned with business objectives.
- Build and develop a high-performing team. Coach, develop, and hold recruiting team members accountable for results, while creating a culture of clarity, ownership, collaboration, and continuous improvement.
- Support executive hiring. Partner with senior executives on critical leadership searches, succession planning, and executive talent acquisition strategies.
- Provide matrixed leadership across regions. Partner with local HR and business leaders to provide strategic guidance and operational oversight for the India recruiting team, aligning regional priorities with global standards, metrics, and processes.
- Partner with executives and hiring leaders. Serve as a trusted advisor on workforce planning, hiring tradeoffs, candidate assessment, market dynamics, recruiting strategy, and prioritization decisions. Build hiring manager capability by providing coaching, interview training, selection guidance, and best practices that improve hiring quality and consistency.
- Provide talent intelligence to business leaders. Deliver insights on labor markets, talent availability, compensation trends, competitive hiring activity, and emerging skills to support strategic business decisions and workforce planning.
- Drive recruiting operations, metrics , and Own the recruiting operating model, ATS discipline, reporting cadence, and talent acquisition metrics, using data to identify risks, improve process effectiveness, and strengthen stakeholder confidence.
- Advance responsible AI-enabled recruiting. Lead the thoughtful adoption and optimization of AI recruiting tools and practices to improve sourcing efficiency, candidate matching, recruiter productivity, hiring manager insights, and pipeline visibility while ensuring appropriate human oversight, privacy, compliance, and bias awareness.
- Manage recruiting budget and investment. Own the talent acquisition budget, vendor relationships, agency strategy, recruiting technology investments, and sourcing partnerships to maximize return on investment and hiring outcomes.
- Strengthen talent market strategy and employer brand. Translate talent market trends, competitive insights, and regional labor dynamics into practical sourcing strategies, pipeline plans, and employer brand recommendations.
- Optimize recruiting processes and tools. Partner with HR Operations, HRIS, HRBPs, Total Rewards, and business leaders to improve recruiting workflows, systems, vendor partnerships, compliance, and candidate experience across global teams.
Note there is a typo: "Drive recruiting operations, metrics , and Own the recruiting operating model..." We'll keep as is.
Then "You Will Love This Job If You Have" list:
- Minimum 10 years of progressive talent acquisition experience, including leadership of recruiting teams in a fast-paced, global, technology, SaaS, or similarly complex business environment
- Minimum 5years of people leadership experience, including demonstrated ability to coach, develop, and hold recruiters accountable for performance, quality, and stakeholder partnership
- Experience leading or influencing recruiting teams in a matrixed, global environment; experience partnering with or providing oversight to India-based recruiting teams strongly preferred
- Strong executive presence and ability to advise senior leaders on workforce planning, hiring tradeoffs, talent market dynamics, and recruiting strategy
- Proven ability to use recruiting metrics, market data, and operational insights to improve hiring outcomes, process efficiency, team capacity planning, and stakeholder visibility
- Experience evaluating, implementing, or optimizing AI-enabled recruiting tools, sourcing technologies, automation, or talent intelligence platforms, with sound judgment regarding compliance, bias mitigation, data privacy, and human decision-making oversight
- Deep knowledge of full-cycle recruiting, sourcing strategy, candidate assessment, employer branding, ATS usage, vendor management, and compliant recruiting practices
- Ability to operate at both strategic and execution levels, balancing long-term recruiting capability building with urgent hiring delivery
- Excellent communication, change management, prioritization, and cross-cultural collaboration skills; ability to lead through ambiguity and influence without direct authority
Then Pay Range: "Pay Range USD $120,000.00 - USD $180,000.00 /Yr."
Then About Us: "Don’t have all the skills/experience mentioned above? At Granicus, we are trying to build diverse, inclusive teams. We do not have degree requirements for most of our roles. If you don’t meet every requirement above but are excited to learn more, we encourage you to apply. We might just be able to find another role that could be a perfect fit!" This is encouraging to apply; maybe we can keep as prose under maybe "About the role" or separate.
Then Security And Privacy Requirements: paragraph: "Responsible for Granicus information security by appropriately preserving the Confidentiality, Integrity, and Availability (CIA) of Granicus information assets in accordance with the company's information security program. Responsible for ensuring the data privacy of our employees and customers, their data, as well as taking all required privacy training in a timely manner, in accordance with company policies."
Then The Team: description of remote-first etc. Could be omitted as not essential? Might be considered boilerplate but it's substantive about work arrangement. However we prefer few sections; maybe we can incorporate into a short paragraph under maybe "About the role" or separate "The Team". But heading list didn't include Team; we
for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless posting actually states them. Prefer few substantive sections over many thin ones. We need to parse the posting. Key sections: - Company description (intro) maybe "About the company" but not required heading? Could be "About the role"? Actually "Job Summary" is present. We can treat that as "About the role" maybe. The instructions: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections to include based on content. We have: - Job Summary: description of role, impact, responsibilities. - "What Your Impact Will Look Like" bullet list of responsibilities. - "You Will Love This Job If You Have" list of qualifications/experience requirements. - Pay Range: USD $120,000 - $180,000 /Yr. - About Us (company description) maybe not needed as heading? Could be "About the company" but not in list; but we could include as prose under maybe "About the role"? However they said use headings for those specific examples; but we can also include other headings? Probably stick to those. - Security And Privacy Requirements: maybe part of Requirements? Could be included under Requirements. - The Team, The Culture, The Impact: maybe not needed as separate sections; could be omitted as boilerplate? They are not duplicated lines but they are descriptive about company; but they might be considered boilerplate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The Team, Culture, Impact maybe not boilerplate but could be considered fluff; but they are substantive about company culture. However we prefer few substantive sections over many thin ones. Could combine company description into a short paragraph under maybe "About the role" or separate "About the company" but not in list. Might be okay to include as a
under maybe no heading? But they said use headings for sections; we could still have a
without heading? Probably better to include a short intro as
before sections. - The Benefits: list of benefits. This is substantive; we should include Benefits section. Thus sections: About the role (Job Summary + What Your Impact Will Look Like), Responsibilities (maybe part of that), Requirements/Qualifications (You Will Love This Job If You Have + Security And Privacy Requirements), Benefits, Pay. Schedule: not mentioned, so omit. We need to avoid filler like "commensurate with experience". Not present. We need to use
- for any list of duties/requirements/benefits.
Thus:
- For Responsibilities: we have bullet list under "What Your Impact Will Look Like". We'll make
- each.
- For Requirements: list under "You Will Love This Job If You Have". Also Security And Privacy Requirements maybe separate bullet? It's a paragraph; we could include as
under Requirements. - Benefits: list under "The Benefits". We'll make
- .
- Pay: we have Pay Range; we can put as
maybe under Pay heading. We need to ensure we preserve all substantive information. Let's extract details. Company intro paragraph: "The Company Serving the People Who Serve the People Granicus is driven by the excitement of building, implementing, and maintaining technology that is transforming the Govtech industry by bringing governments and its constituents together. We are on a mission to support our customers with meeting the needs of their communities and implementing our technology in ways that are equitable and inclusive. Granicus has consistently appeared on the GovTech 100 list over the past 5 years and has been recognized as the best companies to work on BuiltIn. Over the last 25 years, we have served 5,500 federal, state, and local government agencies and more than 300 million citizen subscribers power an unmatched Subscriber Network that use our digital solutions to make the world a better place. With comprehensive cloud-based solutions for communications, government website design, meeting and agenda management software, records management, and digital services, Granicus empowers stronger relationships between government and residents across the U.S., U.K., Australia, New Zealand, and Canada. By simplifying interactions with residents, while disseminating critical information, Granicus brings governments closer to the people they serve—driving meaningful change for communities around the globe. Want to know more? See more of what we do here ." We can keep that as a
maybe under no heading or under "About the company". But heading list didn't include About the company; but we could still include a heading like "About Granicus"? Not in examples but maybe okay. However instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples, not exclusive. So we could add other headings if needed. But they also say "Prefer a few substantive sections over many thin ones." So maybe we combine company intro into a brief paragraph under "About the role" or just as a leading
before sections. Job Summary: "Granicus is looking for a Director, Global Talent Acquisition to lead and elevate our global recruiting function. This is a high-impact leadership role for a talent acquisition leader who can combine recruiting strategy, operational discipline, people leadership, market insight, and the strategic application of AI to transform how we attract, engage, and hire exceptional talent across a complex, global organization. In this role, you will own the global talent acquisition strategy, operating model, recruiting priorities, and performance expectations for the function. You will directly lead the global recruiting team and provide matrixed oversight, strategic direction, and operational alignment for the India recruiting team. You will partner closely with executives, HR Business Partners, hiring leaders, and cross-functional teams to ensure our hiring practices are scalable, inclusive, data-driven, compliant, and aligned to business growth." That's prose. Then "What Your Impact Will Look Like" list: - Lead global talent acquisition strategy. Own the recruiting strategy, operating rhythms, priorities, and performance expectations for the global recruiting function, ensuring the team delivers against business hiring needs with quality, speed, consistency, and strong stakeholder partnership. - Lead strategic workforce planning. Partner with executive leaders, Finance, HR Business Partners, and business leaders to anticipate future talent needs, evaluate build-versus-buy talent strategies, identify hiring risks, and develop proactive talent acquisition plans aligned with business objectives. - Build and develop a high-performing team. Coach, develop, and hold recruiting team members accountable for results, while creating a culture of clarity, ownership, collaboration, and continuous improvement. - Support executive hiring. Partner with senior executives on critical leadership searches, succession planning, and executive talent acquisition strategies. - Provide matrixed leadership across regions. Partner with local HR and business leaders to provide strategic guidance and operational oversight for the India recruiting team, aligning regional priorities with global standards, metrics, and processes. - Partner with executives and hiring leaders. Serve as a trusted advisor on workforce planning, hiring tradeoffs, candidate assessment, market dynamics, recruiting strategy, and prioritization decisions. Build hiring manager capability by providing coaching, interview training, selection guidance, and best practices that improve hiring quality and consistency. - Provide talent intelligence to business leaders. Deliver insights on labor markets, talent availability, compensation trends, competitive hiring activity, and emerging skills to support strategic business decisions and workforce planning. - Drive recruiting operations, metrics , and Own the recruiting operating model, ATS discipline, reporting cadence, and talent acquisition metrics, using data to identify risks, improve process effectiveness, and strengthen stakeholder confidence. - Advance responsible AI-enabled recruiting. Lead the thoughtful adoption and optimization of AI recruiting tools and practices to improve sourcing efficiency, candidate matching, recruiter productivity, hiring manager insights, and pipeline visibility while ensuring appropriate human oversight, privacy, compliance, and bias awareness. - Manage recruiting budget and investment. Own the talent acquisition budget, vendor relationships, agency strategy, recruiting technology investments, and sourcing partnerships to maximize return on investment and hiring outcomes. - Strengthen talent market strategy and employer brand. Translate talent market trends, competitive insights, and regional labor dynamics into practical sourcing strategies, pipeline plans, and employer brand recommendations. - Optimize recruiting processes and tools. Partner with HR Operations, HRIS, HRBPs, Total Rewards, and business leaders to improve recruiting workflows, systems, vendor partnerships, compliance, and candidate experience across global teams. Note there is a typo: "Drive recruiting operations, metrics , and Own the recruiting operating model..." We'll keep as is. Then "You Will Love This Job If You Have" list: - Minimum 10 years of progressive talent acquisition experience, including leadership of recruiting teams in a fast-paced, global, technology, SaaS, or similarly complex business environment - Minimum 5years of people leadership experience, including demonstrated ability to coach, develop, and hold recruiters accountable for performance, quality, and stakeholder partnership - Experience leading or influencing recruiting teams in a matrixed, global environment; experience partnering with or providing oversight to India-based recruiting teams strongly preferred - Strong executive presence and ability to advise senior leaders on workforce planning, hiring tradeoffs, talent market dynamics, and recruiting strategy - Proven ability to use recruiting metrics, market data, and operational insights to improve hiring outcomes, process efficiency, team capacity planning, and stakeholder visibility - Experience evaluating, implementing, or optimizing AI-enabled recruiting tools, sourcing technologies, automation, or talent intelligence platforms, with sound judgment regarding compliance, bias mitigation, data privacy, and human decision-making oversight - Deep knowledge of full-cycle recruiting, sourcing strategy, candidate assessment, employer branding, ATS usage, vendor management, and compliant recruiting practices - Ability to operate at both strategic and execution levels, balancing long-term recruiting capability building with urgent hiring delivery - Excellent communication, change management, prioritization, and cross-cultural collaboration skills; ability to lead through ambiguity and influence without direct authority Then Pay Range: "Pay Range USD $120,000.00 - USD $180,000.00 /Yr." Then About Us: "Don’t have all the skills/experience mentioned above? At Granicus, we are trying to build diverse, inclusive teams. We do not have degree requirements for most of our roles. If you don’t meet every requirement above but are excited to learn more, we encourage you to apply. We might just be able to find another role that could be a perfect fit!" This is encouraging to apply; maybe we can keep as prose under maybe "About the role" or separate. Then Security And Privacy Requirements: paragraph: "Responsible for Granicus information security by appropriately preserving the Confidentiality, Integrity, and Availability (CIA) of Granicus information assets in accordance with the company's information security program. Responsible for ensuring the data privacy of our employees and customers, their data, as well as taking all required privacy training in a timely manner, in accordance with company policies." Then The Team: description of remote-first etc. Could be omitted as not essential? Might be considered boilerplate but it's substantive about work arrangement. However we prefer few sections; maybe we can incorporate into a short paragraph under maybe "About the role" or separate "The Team". But heading list didn't include Team; we
- .
- Pay: we have Pay Range; we can put as
- each.
- For Requirements: list under "You Will Love This Job If You Have". Also Security And Privacy Requirements maybe separate bullet? It's a paragraph; we could include as