Talent Director

Talent Acquisition

You will own: Talent acquisition
Design and enforce the offer target from posting to signed offer across all active requisitions by owning the SLA framework for every stage: position description approval, posting live, first screen, panel interviews, references, and offer.
Identify and remove every bottleneck in the current process.
Hold hiring managers accountable to their side of the process; escalate to the CPO when timelines slip without cause.
Implement the redesigned interview framework specifically to align with an engineering organization focusing on accountability, skills, and grit.
Train hiring managers on behavioral interviewing, decisiveness, and how to evaluate rigor objectively — including technical depth.
Build calibration processes so interview panels give consistent, defensible assessments.
Manage the internal recruiting team: hire, develop, and set performance expectations for recruiters and recruiting coordinators.
Build a recruiting ops function that tracks every req in real time and surfaces aging searches before they become crises.
Execute Axiom’s employer brand strategy.
Build university and alumni pipelines for engineering talent, particularly in aerospace, technology, systems, and engineering disciplines.
Represent Axiom credibly in the aerospace and defense talent community.

Workforce Planning & Reporting

Partner with HRBPs and program leads to translate business milestones into headcount needs.
Maintain a real-time view of all open requisitions and report weekly to the CPO on hiring velocity, aging requisitions, offer acceptance rates, and 90-day new hire retention.
Build or optimize the ATS, sourcing stack, and recruiter workflows to support Axiom’s hiring volume and velocity targets.
Build the data and reporting infrastructure to track talent health across the organization: flight risk indicators, high-performer retention, internal mobility rates, and manager effectiveness scores.
Provide market intelligence on compensation, candidate availability, and competitor hiring activity.
Continually reassess KPIs based on business needs.

Learning & Development

Design and execute Axiom’s L&D strategy by building the capabilities the organization needs to deliver on its programs.
Own the 360-degree feedback design and cadence: ensure outputs are structured, acted upon, and visibly influence decisions about career progression and leadership.
Develop a manager effectiveness curriculum so managers at Axiom Space are equipped with the skills to engage, retain, and develop their teams.
Establish a structured onboarding program that gets new hires to full productivity in 45 days and connects them to the mission, the culture, and their team from day one.
Measure L&D impact: not completion rates, but behavior change and business outcomes.
Evaluate and manage the L&D vendor ecosystem with clear performance expectations and cost discipline.

Talent Management

Own the performance management cycle end-to-end: design, calendar, calibration, and manager training on how to have honest performance conversations.
Build a consistent talent review process that the CPO and CEO can trust to surface the real picture: who is performing, who is at risk, who is ready for more, and who needs to move on.
Define and enforce the standard for how Axiom assesses and develops managers against the culture.
Build succession plans for critical engineering and program leadership roles; maintain a bench of internal candidates so key departures do not create operational crises.