Vice President, Talent Acquisition

Position Summary

The VP of Talent Acquisition will oversee enterprise recruiting strategy, operating effectiveness, team leadership, and recruiting innovation. This person will partner closely with executive and HR leadership to align hiring plans with business priorities, improve execution across teams, and create a more data-driven, scalable, and forward-looking talent acquisition model.

What You’ll Lead

• Set the vision and multi-year roadmap for talent acquisition across full-time, executive, temporary, and specialty hiring.
• Advise senior leaders on hiring strategy, talent market conditions, organizational needs, and workforce tradeoffs.
• Prioritize recruiting resources across competing business demands and high-impact searches.
• Build consistent standards for candidate experience, interviewing, assessment quality, and hiring process discipline.
• Translate business growth plans into practical recruiting strategies, timelines, and execution models.
• Use market intelligence and hiring data to guide decisions related to talent availability, search feasibility, and organizational capability gaps.

Operational Leadership

• Oversee the talent acquisition operating model, including team structure, service delivery, escalation paths, and accountability.
• Establish performance metrics and operating reviews across hiring speed, pipeline health, source effectiveness, quality, and experience.
• Partner cross-functionally with HR, Finance, Legal, Operations, and systems stakeholders to maintain compliant, scalable hiring practices.
• Lead vendor strategy, external partnerships, and recruiting-related investments.

People Leadership

• Lead and develop a team of talent acquisition leaders, managers, and recruiters through clear goals, coaching, and accountability.
• Strengthen organizational capability through succession planning, leadership development, and thoughtful team design.
• Drive change management across recruiting transformation initiatives, including process, structure, and technology adoption.

Technology & Innovation

• Owain the recruiting technology and innovation roadmap, including ATS, CRM, sourcing tools, analytics, automation, and AI-enabled solutions.
• Evaluate new tools and workflows with a focus on business value, user adoption, data quality, governance, and risk.
• Partner with Learning and Development to build capability across recruiter effectiveness, stakeholder influence, data literacy, and responsible technology use.