Director, Talent Acquisition

About The Role:As the Head of Talent Acquisition for the Division, you are the General Manager of talent strategy and execution for one of our core business units or engineering platform teams. Reporting to the Head of Divisional TA, you will serve as a key member of the Division's Senior Leadership Team (SLT), acting as the primary talent advisor to the Division's executive leaders. You will be responsible for orchestrating the entire recruiting ecosystem within your Division, leading a team of Functional Managers and Business Line Strategic Advisors. Your mission is to synthesize disparate hiring needs into a single, cohesive divisional talent strategy, drive operational excellence, and ensure we have the talent needed to meet our ambitious goals. This is a high-impact leadership role that requires a blend of strategic vision, operational rigor, and executive-level partnership.What You'll Do:

Strategic Divisional/Platform Leadership:

Define and execute the overarching talent acquisition strategy for the Division or Platform team, directly aligning with business objectives, headcount plans, and long-range product roadmaps. This includes building robust talent pipelines for software, hardware, and production engineering roles.
Serve as the single accountable owner for all divisional and platform hiring outcomes, from forecasting and demand planning to delivery and reporting, effectively managing the talent function as a business within the business.
Act as the primary talent partner to the Division/Platform's executive leadership, providing data-driven insights, market intelligence, and strategic counsel on all talent-related matters, particularly concerning highly specialized engineering and production talent.
Synthesize inputs from multiple Business Lines and Functions into a holistic talent portfolio & long-term strategy, ensuring integrated planning and providing business leadership with a unified view of talent acquisition.

Operational & Team Leadership:

Lead a Division or Platform-aligned TA Senior Leadership Team, comprised of Functional Managers and Business Line (BL) Strategic Advisors, fostering a culture of accountability, collaboration, and high performance in a high-volume, highly technical recruiting environment.
Oversee all divisional/platform recruiting operations, monitoring key metrics like demand vs. throughput, time-to-fill, and pipeline health to ensure goals are met.
Act as the final decision-maker and "tie-breaker" for any priority conflicts between Business Line needs and Functional team capacity, ensuring resources are always aligned to the highest business impact.
Develop your leadership team, providing mentorship, coaching, and succession planning to build a deep bench of future TA leaders.

Who You Are:You are a seasoned talent acquisition leader with a track record of building and scaling recruiting functions in complex, high-growth technology environments, particularly with a heavy emphasis on engineering (software, hardware, and production). You think like a business owner and a general manager, using data to inform strategy and drive decisions, and you thrive on the challenge of building a high-volume, high-impact talent machine. You excel at managing senior stakeholders, leading leaders, and translating high-level business goals into actionable recruiting plans that deliver measurable business results.Required Qualifications:

10+ years of progressive experience in talent acquisition, with a minimum of 5+ years in a people leadership role, including experience managing other managers. This includes significant experience leading TA functions responsible for a high volume of hires in a fast-paced environment.
Proven experience as a strategic partner to senior executive-level leaders (VP/SVP/GM) on matters of talent strategy, organizational design, and workforce planning, particularly within large organizations.
Demonstrated ability to lead a large, matrixed recruiting organization, driving results across multiple functions, with deep expertise in attracting and hiring top-tier talent in Software, Hardware, and Production Engineering domains.
Deep operational expertise in managing recruiting capacity, forecasting, and using data and metrics to report on progress and drive performance for high-volume technical hiring.
Exceptional communication and influencing skills, with the ability to reconcile multiple stakeholder views and drive consensus.

Preferred Qualifications:

Experience in the technology, defense, aerospace, automotive, or other hardware+software-intensive industries.
A background in or strong familiarity with BizOps, program management, or business strategy.
Experience leading recruiting teams through periods of rapid scale and organizational change, including standing up new divisions or functions.

Details

Location

Boston, MA, USA

Salary

$220,000 – $292,000/year

Experience

Min. 10 years5+ years in a people leadership role; experience managing other managers; high-volume hiring in fast-paced environment

Strategic Divisional/Platform Leadership:

Define and execute the overarching talent acquisition strategy for the Division or Platform team, directly aligning with business objectives, headcount plans, and long-range product roadmaps. This includes building robust talent pipelines for software, hardware, and production engineering roles.
Serve as the single accountable owner for all divisional and platform hiring outcomes, from forecasting and demand planning to delivery and reporting, effectively managing the talent function as a business within the business.
Act as the primary talent partner to the Division/Platform's executive leadership, providing data-driven insights, market intelligence, and strategic counsel on all talent-related matters, particularly concerning highly specialized engineering and production talent.
Synthesize inputs from multiple Business Lines and Functions into a holistic talent portfolio & long-term strategy, ensuring integrated planning and providing business leadership with a unified view of talent acquisition.

Operational & Team Leadership:

Lead a Division or Platform-aligned TA Senior Leadership Team, comprised of Functional Managers and Business Line (BL) Strategic Advisors, fostering a culture of accountability, collaboration, and high performance in a high-volume, highly technical recruiting environment.
Oversee all divisional/platform recruiting operations, monitoring key metrics like demand vs. throughput, time-to-fill, and pipeline health to ensure goals are met.
Act as the final decision-maker and "tie-breaker" for any priority conflicts between Business Line needs and Functional team capacity, ensuring resources are always aligned to the highest business impact.
Develop your leadership team, providing mentorship, coaching, and succession planning to build a deep bench of future TA leaders.

10+ years of progressive experience in talent acquisition, with a minimum of 5+ years in a people leadership role, including experience managing other managers. This includes significant experience leading TA functions responsible for a high volume of hires in a fast-paced environment.
Proven experience as a strategic partner to senior executive-level leaders (VP/SVP/GM) on matters of talent strategy, organizational design, and workforce planning, particularly within large organizations.
Demonstrated ability to lead a large, matrixed recruiting organization, driving results across multiple functions, with deep expertise in attracting and hiring top-tier talent in Software, Hardware, and Production Engineering domains.
Deep operational expertise in managing recruiting capacity, forecasting, and using data and metrics to report on progress and drive performance for high-volume technical hiring.
Exceptional communication and influencing skills, with the ability to reconcile multiple stakeholder views and drive consensus.

Preferred Qualifications:

Experience in the technology, defense, aerospace, automotive, or other hardware+software-intensive industries.
A background in or strong familiarity with BizOps, program management, or business strategy.
Experience leading recruiting teams through periods of rapid scale and organizational change, including standing up new divisions or functions.