Industry: Enterprise SaaS, AI-Enabled Technology, Cloud Platforms, Workforce Intelligence, Digital Business Services, and Talent Transformation
Location: USA Remote
Compensation Package: $431K – $525K
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, workforce intelligence, digital business services, and talent transformation organization supporting a highly skilled, distributed workforce across the United States. The company operates in a competitive technology market where talent acquisition directly influences business growth, product innovation, customer delivery, leadership strength, market expansion, operational capacity, and long-term enterprise performance.
This is not a traditional recruiting leadership role focused only on filling open roles, managing requisitions, or reporting hiring numbers. Talent Acquisition is treated as a strategic enterprise growth function responsible for building workforce capability, strengthening leadership pipelines, improving hiring quality, expanding talent market reach, supporting workforce planning, and helping the organization secure the right talent ahead of business demand.
The company is continuing to invest in executive search, workforce planning, AI-enabled recruiting systems, talent intelligence, employer positioning, hiring manager enablement, candidate experience, recruiting operations, diversity sourcing, leadership hiring, internal mobility partnership, and scalable talent acquisition governance. As the organization grows, leadership is seeking a Chief of Talent Acquisition who can bring executive presence, market insight, operational discipline, talent strategy, and strong business partnership to a highly visible enterprise role.
The Chief of Talent Acquisition will lead the company’s enterprise-wide talent acquisition strategy across executive hiring, corporate recruiting, technical recruiting, leadership hiring, recruiting operations, workforce planning partnership, talent branding, sourcing strategy, candidate experience, hiring process quality, and recruiting analytics. This executive will work closely with the CEO, Chief People Officer, CFO, COO, CTO, CIO, CRO, Product, Engineering, Finance, Operations, HR, Legal, Marketing, Data Analytics, and Executive Leadership to ensure hiring strategies support company growth and business priorities.
This role requires a leader who understands how recruiting decisions affect the full enterprise. The ideal candidate will know how to build scalable recruiting systems, improve quality of hire, strengthen talent pipelines, advise leaders on talent market realities, improve hiring manager discipline, modernize recruiting operations, use data to guide hiring decisions, and support a strong candidate experience in a competitive market.
The selected candidate will help define how the organization attracts, evaluates, selects, and hires talent at scale. This includes building stronger executive search capability, improving recruiting analytics, developing talent market intelligence, strengthening workforce planning alignment, improving hiring governance, and ensuring Talent Acquisition operates as a strategic partner to the business rather than a reactive hiring function.
This is a high-impact executive opportunity for a talent acquisition leader who wants to shape enterprise hiring strategy, build a modern recruiting operating model, support business transformation, and help a large technology company grow with discipline, speed, quality, and long-term talent strength.
• Lead the company’s enterprise talent acquisition strategy across executive hiring, corporate recruiting, technical recruiting, leadership hiring, sourcing, recruiting operations, candidate experience, talent branding, and hiring governance.
• Build and execute a multi-year talent acquisition roadmap that supports workforce growth, leadership strength, business scalability, hiring quality, talent market reach, and operational excellence.
• Partner with the CEO, Chief People Officer, and executive leadership team to define hiring priorities, workforce needs, executive search strategy, talent risks, and long-term talent pipeline plans.
• Lead executive and senior leadership hiring strategies, including market mapping, search strategy, stakeholder alignment, candidate assessment, interview governance, offer strategy, and succession support.
• Partner with Finance and HR leadership on workforce planning, headcount governance, hiring forecasts, labor market insights, recruiting investment, and budget alignment.
• Build strong talent pipelines for critical roles across Product, Engineering, Technology, Sales, Customer Success, Marketing, Finance, HR, Operations, Legal, Data, Security, and Executive Leadership.
• Oversee recruiting operations, including process design, requisition governance, recruiting technology, reporting standards, compliance workflows, interview structure, and hiring manager accountability.
• Improve candidate experience across sourcing, outreach, screening, interviews, assessment, offer management, onboarding handoff, communication quality, and employer brand touchpoints.
• Develop talent intelligence capabilities, including market mapping, compensation insights, competitor talent analysis, location strategy, skill availability, and executive talent trends.
• Partner with Marketing and Communications to strengthen employer positioning, recruitment messaging, leadership visibility, career content, candidate campaigns, and talent community engagement.
• Lead sourcing strategy across direct sourcing, executive search, talent communities, referrals, pipeline campaigns, diversity sourcing, strategic partnerships, and specialized hiring channels.
• Establish recruiting analytics and dashboards covering time-to-fill, quality of hire, pipeline health, source effectiveness, offer acceptance, hiring manager satisfaction, candidate experience, and diversity sourcing indicators.
• Partner with Legal and Compliance to ensure recruiting practices, candidate documentation, interview processes, hiring decisions, and employment practices are consistent and compliant.
• Build, mentor, and lead a high-performing Talent Acquisition organization with strong business partnerships, candidate care, recruiting discipline, market awareness, and measurable outcomes.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Communications, Talent Management, or a related field required.
• MBA, master’s degree, or advanced education in HR, talent strategy, workforce planning, organizational development, or business leadership strongly preferred.
• Professional certifications such as SHRM-SCP, SPHR, AIRS, LinkedIn Recruiter certification, HRCI, Prosci, or similar credentials preferred.
• 15+ years of progressive experience in talent acquisition, executive recruiting, corporate recruiting, technical recruiting, talent strategy, workforce planning, recruiting operations, or talent leadership.
• 8+ years of senior leadership experience managing Talent Acquisition teams, executive search functions, recruiting operations, sourcing teams, employer brand programs, or enterprise hiring organizations.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, digital products, consulting, healthcare technology, or large distributed enterprise environments strongly preferred.
• Proven success building enterprise recruiting strategies, scaling hiring operations, leading executive search, improving quality of hire, and strengthening talent pipelines in competitive markets.
• Strong understanding of workforce planning, executive hiring, technical recruiting, candidate experience, interview design, sourcing strategy, talent analytics, employer branding, and recruiting compliance.
• Experience leading recruiting programs in remote, hybrid, multi-state, high-growth, transformation-focused, or technology-driven organizations.
• Familiarity with recruiting systems and talent platforms such as Workday, Greenhouse, Lever, iCIMS, SmartRecruiters, LinkedIn Recruiter, Gem, Eightfold, SeekOut, HireEZ, Beamery, Phenom, Tableau, Power BI, or similar platforms preferred.
• Strong business and financial acumen with experience managing recruiting budgets, headcount plans, search firm spend, workforce forecasts, offer strategy, and talent investment decisions.
• Experience working directly with CEOs, Chief People Officers, Boards, executive committees, HR leaders, finance leaders, hiring managers, legal teams, search partners, and external advisors.
• Excellent executive communication, stakeholder management, negotiation, assessment design, market storytelling, leadership advisory, and presentation skills.
• Strategic talent acquisition executive with the ability to connect hiring strategy, workforce planning, leadership capability, business growth, and market competitiveness.
• Strong executive presence with the confidence to advise the CEO, Board, and senior leaders on talent availability, hiring risk, search strategy, compensation positioning, and leadership pipeline health.
• Business-minded and commercially aware, with the ability to understand how hiring decisions affect growth, delivery capacity, innovation, customer outcomes, productivity, and enterprise value.
• Candidate-centered and quality-focused, with the ability to balance speed, hiring standards, market realities, leader expectations, and long-term organizational fit.
• Operationally disciplined with the ability to build scalable recruiting processes, improve service delivery, strengthen interview governance, and create reliable hiring systems.
• Data-informed with the ability to use recruiting analytics, pipeline trends, source performance, market data, conversion rates, and hiring outcomes to guide decisions.
• Strong change leader who can modernize recruiting operations, improve hiring manager behavior, introduce AI-enabled recruiting tools, and build adoption across the business.
• Collaborative and able to align Finance, HR, Legal, Product, Engineering, Revenue, Operations, Marketing, Customer Success, Technology, and Executive Leadership around shared hiring priorities.
• Calm and balanced under pressure, especially during executive searches, urgent hiring needs, market challenges, offer negotiations, sensitive candidate issues, or workforce planning changes.
• High integrity and discretion when handling candidate information, compensation data, executive searches, succession plans, workforce strategy, interview feedback, and confidential hiring decisions.
The Chief of Talent Acquisition will provide strategic leadership by ensuring the company’s hiring strategy supports workforce growth, leadership readiness, operational capacity, market expansion, and long-term business performance.
This role will help leadership make better decisions about hiring priorities, talent market positioning, executive search, workforce planning, sourcing investments, recruiting technology, candidate experience, and hiring quality. The Chief of Talent Acquisition will ensure recruiting is not managed as a transactional requisition function, but as a strategic enterprise capability that helps the organization compete for high-impact talent.
Key areas of strategic support may include:
• Enterprise talent acquisition strategy and hiring roadmap development.
• Executive search strategy and leadership pipeline development.
• Workforce planning and headcount governance partnership.
• Talent intelligence, market mapping, and competitor talent analysis.
• Technical recruiting and specialized hiring strategy.
• Recruiting operations modernization and process governance.
• Candidate experience and employer brand alignment.
• Hiring manager enablement and interview quality improvement.
• Talent analytics, dashboards, and executive reporting.
• Sourcing strategy and talent community development.
• Diversity sourcing and inclusive hiring process support.
• Recruiting technology optimization and AI-enabled hiring tools.
• Offer strategy, compensation partnership, and closing support.
• Search firm management and external recruiting partner governance.
The Chief of Talent Acquisition will help ensure the organization has the talent pipeline, recruiting discipline, market intelligence, and hiring quality required to scale responsibly and perform at a high level.
• Location: USA Remote.
• Primarily remote executive leadership environment with regular recruiting strategy meetings, executive search updates, workforce planning sessions, talent reviews, pipeline reviews, hiring analytics discussions, and cross-functional operating reviews.
• Flexibility required during executive hiring, urgent business-critical searches, offer negotiations, workforce planning cycles, headcount reviews, talent market shifts, or sensitive candidate matters.
• Occasional travel may be required for executive interviews, leadership offsites, recruiting strategy sessions, company events, talent market meetings, search partner reviews, or strategic planning workshops.
• Regular collaboration with the CEO, Chief People Officer, Executive Leadership, HR, Talent Acquisition, Finance, Legal, Product, Engineering, Revenue, Operations, Marketing, Customer Success, Technology, and external search partners.
• Fast-paced enterprise technology environment with high visibility around hiring quality, leadership talent, workforce planning, candidate experience, recruiting speed, and business growth.
• Role requires handling confidential candidate data, compensation information, executive search details, hiring decisions, succession discussions, workforce plans, and leadership communications with discretion.
• Executive Talent Acquisition Leadership
• Talent Acquisition Strategy
• Executive Search
• Workforce Planning Partnership
• Corporate Recruiting
• Technical Recruiting
• Recruiting Operations
• Talent Intelligence
• Candidate Experience
• Employer Brand Partnership
• Sourcing Strategy
• Hiring Manager Enablement
• Recruiting Analytics
• Offer Strategy
• Executive Hiring Reporting
Compensation Package: $431K – $525K
The total compensation package may include base salary, executive performance bonus, talent acquisition performance incentives, hiring quality incentives, long-term incentives, equity participation where applicable, and additional executive-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• Talent acquisition performance and hiring outcome incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Board and executive visibility across workforce growth and leadership hiring.
• Executive coaching, recruiting, leadership development, and professional growth support.
• Support for talent acquisition leadership, executive search strategy, workforce planning, AI-enabled recruiting, talent intelligence, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern ATS, CRM, sourcing, talent intelligence, workforce planning, analytics, collaboration, and HR technology platforms.
This is an opportunity to join a large technology-driven organization where talent acquisition directly influences growth, leadership quality, operational capacity, product innovation, and long-term enterprise success.
The Chief of Talent Acquisition will have the authority and visibility to build a modern recruiting organization, strengthen executive hiring, improve talent intelligence, scale sourcing systems, support workforce planning, and create a hiring model that helps the business compete for exceptional talent.
You will work in an environment that values talent quality, market insight, candidate care, hiring discipline, data-driven decisions, and practical innovation. The company is investing in AI-enabled recruiting, executive search capability, workforce planning, employer positioning, recruiting analytics, and scalable talent acquisition systems.
For a senior talent acquisition executive who enjoys advising leadership, building strong recruiting teams, improving hiring quality, and turning talent strategy into measurable business impact, this role offers the scope, influence, and leadership platform to make a major contribution.
