Director of Global Technology Recruiting & Early Talent, Lyft
$192-240k
+ Equity Awards + Bonuses
More information about location
3+ days a week in office
Ride sharing company
Job no longer available
Ride sharing company
1001+ employees
Job no longer available
$192-240k
+ Equity Awards + Bonuses
More information about location
3+ days a week in office
1001+ employees
Company mission
To improve people’s lives with the world’s best transportation.
Role
Who you are
- 10+ years progressive TA experience, including effectively leading a TA team for a fast-paced / ever evolving global organization
- Demonstrated courageous leadership and the ability to break through old paradigms and explore new ones
- Proven ability to lead large-scale, complex talent initiatives, partnering closely with business and people leaders
- Experience building a team and establishing a presence in an emerging growth market
- Demonstrated commitment to principles of diversity and inclusion, with direct experience influencing and building cultures of belonging
- Successful track record partnering closely with executive/senior leadership and developing a credible relationship as a trusted advisor
- Must demonstrate sound business acumen, with a deep understanding of how HR strategy supports business strategy
What the job involves
- Reporting to the VP - Talent Acquisition (TA), you will drive key initiatives that enable Lyft’s global technology recruiting and Early Talent Programs to meet their current and future talent needs in an efficient and proactive way, while partnering with broader leadership and people team members to provide process, infrastructure and vision that drive evolving talent needs forward
- This role sits on the Talent Leadership Team (TLT) and serves as a critically important and strategic position
- Design and drive a comprehensive talent acquisition strategy for global technology recruiting and early talent, ensuring the TA team is built to adapt to evolving location strategies and business priorities
- Collaborate closely with the business and people team to understand current and future talent needs, establishing proactive recruitment plans resulting from broader organizational planning
- In partnership with the talent leadership team, define key TA metrics, reporting goals and analyze data to assess effectiveness, make recommendations based on those findings and hold all parties accountable
- Collaborate with stakeholders across the business and people team on a consistent and meaningful experience for TAs core customers (hiring managers, candidates and broader people team) and setting expectations on the timing and execution of the recruitment strategy
- Maintain a deep understanding of strategic business priorities and develop/modify TA strategies in light of shifts in business priorities to ensure that future talent needs are met
- Keep current on new trends in the TA space to regularly bring improvements and best practices to the TLT
Our take
Lyft has aimed for consistent growth, making sure to pitch itself as a more reliable and friendly ride-sharing option than its main competitor, Uber. Uber has a greater market share and operates globally, but Lyft hopes to compete by its focus on ride-sharing over Uber's more diversified business approach and as a more rider-friendly and greener alternative to Uber.
Operating only in the USA and Canada, Lyft is in a position of being less affected by global events than Uber but also more vulnerable to local conditions. As an example, while it doesn't face the regulatory hurdles around employment rights that Uber does, it is unable to balance out the cost of the unusually expensive US auto insurance across its operations.
In 2022, Lyft acquired PBSC Urban Solutions, a bike-share equipment and technology supplier, allowing Lyft to compete in new verticals and reaffirming its commitment to green transportation. It has also trialed and launched Lyft Assisted, where drivers help passengers from their door into the car to get to medical appointments. These developments chime well with Lyft's unique selling point as a friendlier and more environmentally aware ride-sharing app.
Steph
Company Specialist at Welcome to the Jungle
Insights
-2% employee growth in 12 months
Company
Funding (last 2 of 14 rounds)
Jun 2018
$600m
LATE VC
Mar 2018
$200m
LATE VC
Total funding: $4.9bn
Company benefits
- Great medical, dental, and vision insurance options
- Mental health benefits
- In addition to 12 observed holidays, salaried team members have unlimited paid time off, hourly team members have 15 days paid time off
- 401(k) plan to help save for your future
- 18 weeks of paid parental leave. Biological, adoptive, and foster parents are all eligible
- Pre-tax commuter benefits
- Lyft Pink - Lyft team members get an exclusive opportunity to test new benefits of our Ridership Program
- Family building benefits
- Lyft Pink - Lyft team members get an exclusive opportunity to test new benefits of our Ridership Program
Company HQ
China Basin, San Francisco, CA
Leadership
John Zimmer
(Co-Founder)Originally an Analyst at Lehman Brothers, Zimmer then founded Zimride which was a private ridesharing company that pivoted into Lyft.
Logan Green
(Co-Founder)Founded Zimride, a private ridesharing company which later pivoted into Lyft.
Salary benchmarks
We don't have enough data yet to provide salary benchmarks for this role.
Submit your salary to help other candidates with crowdsourced salary estimates.
Share this job
View 93 more jobs at Lyft