Senior Director of Talent Acquisition, Salesloft

• 10+ years in talent acquisition, with 5+ years leading TA teams, ideally including a Director-level or higher role
• Experience in fast-paced, high-growth, or dynamic environments with high requisition volume and a small team
• Direct experience recruiting in North America (US, Canada, Mexico) and India, and an understanding of how each market differs
• A clear point of view on performance management and KPIs, with examples of setting goals, holding people accountable, and coaching up or out
• Experience in both agency and corporate recruiting
• Demonstrable examples of using AI to improve recruiting efficiency and performance management, with outcomes you can quantify
• Strong relationship management and stakeholder skills, including with senior leaders
• Fluency with an ATS and recruiting analytics
• Comfort with ambiguity and with shifting priorities as the business changes
• A track record of building and leading TA teams through growth and change, including hiring, developing, and retaining recruiting managers and individual contributors
• Experience managing leaders and managers, plus a distributed team across multiple countries and time zones
• Experience owning a TA budget and a hiring plan, including capacity modeling and agency and vendor spend
• Experience building or rebuilding a recruiting operating model: team structure, process, tooling, and reporting
• Experience presenting TA strategy and results to executive and board-level audiences, and partnering with Finance on workforce planning
• Experience leading a team through a reorganization, hiring surge, or slowdown, and keeping morale and performance up
• If you’re excited about this role even though your experience may not perfectly match every requirement, we encourage you to apply

Desirable

• We are hiring a Sr. Director of Talent Acquisition to lead a small, high-performing global team that hires at high volume and high speed
• You will set the strategy, own the metrics, and still roll up your sleeves when a critical search needs it
• You will partner with business leaders across the US, Canada, Mexico, and India, and use AI to make recruiting faster, fairer, and measurably better
• Own the global TA strategy and operating plan, balancing speed, quality, and cost across a large volume of open requisitions
• Lead and develop a lean team of recruiters and sourcers across North America and India; set clear expectations, coach to performance, and make hard calls on capacity and prioritization
• Define and run a KPI framework (for example time to fill, pipeline health, offer acceptance, quality of hire, hiring manager satisfaction, recruiter productivity). Review it on a regular cadence and act on what it shows
• Build and apply AI across the recruiting lifecycle, including sourcing, screening, scheduling, outreach, reporting, and recruiter performance insights. Measure the efficiency and quality gains, and retire what does not work
• Run recruiting in the US, Canada, Mexico, and India, adapting to local market practices, compensation norms, employment regulations, and talent availability. Partner with Legal and People on compliance
• Manage and optimize agency and vendor relationships: when to use them, how to hold them accountable, and how to reduce reliance over time
• Act as a trusted advisor to executives, hiring managers, and People leadership. Run intake and workforce planning conversations, push back with data, and keep stakeholders aligned
• Move between strategy and execution: build the plan in the morning, close the candidate in the afternoon
• Partner with Finance, People Ops, and Talent Brand on headcount planning, forecasting, employer brand, DEI goals, and candidate experience
• Build the TA leadership bench: hire, develop, and promote recruiting managers, senior recruiters, and sourcers; define career paths and succession plans
• Run the team's operating rhythm, including weekly pipeline reviews, monthly business reviews, quarterly planning, and regular reporting to the executive team
• Own the TA budget, including headcount, agency and vendor spend, tools, and job board and event costs. Forecast capacity against the hiring plan and make the case for investment
• Lead TA technology strategy: ATS configuration, sourcing and scheduling tools, analytics, and vendor selection and renewals
• Build scalable, consistent hiring practices, including structured interviewing, intake standards, interviewer training, offer approval, and candidate experience
• Lead through change: reorganizations, hiring surges and freezes, reprioritization, and integration of acquired teams