Director of Talent Acquisition

Role Overview

• Lead full-cycle recruiting across all business lines, including operations, deposition services, corporate, and technical roles
• Operate as a hands-on, working leader — personally own a full requisition load alongside the team, particularly for senior, executive, and hard-to-fill roles; this is not a strategy-only or oversight role
• Roll up sleeves daily to source, screen, schedule, interview, and close candidates; partner directly with hiring managers on intake calls, debriefs, and offer strategy
• Assess, upgrade, and scale the Talent Acquisition function, bringing structure, consistency, and accountability
• Build, manage, and develop a team of recruiters (internal and contract), setting clear expectations and performance standards, and leading by example through your own active requisition work
• Prioritize and allocate recruiting resources based on business impact and urgency
• Partner with executive leadership to define hiring strategies aligned to growth and M&A integration needs
• Drive improvements in recruiting processes, workflows, and systems (Lever ATS), ensuring efficiency and visibility, including direct, daily use of the ATS rather than relying on team members for reporting.
• Establish and own recruiting metrics (time to fill, quality of hire, pipeline health), using data to drive decisions and accountability
• Implement proactive sourcing strategies for both high-volume and hard-to-fill roles, personally sourcing for critical openings
• Elevate the candidate experience and employer brand across all touchpoints
• Act as a thought partner to HR and leadership on workforce planning and organizational needs

Requirements

• 5–10 years of progressive recruiting experience, including leading and developing recruiting teams
• Experience stepping into and improving or rebuilding a recruiting function in a high-growth and/or PE-backed environment
• Proven ability to balance strategic leadership with hands-on execution
• Strong business acumen and ability to influence senior stakeholders
• Experience managing both high-volume hiring and specialized searches
• Data-driven with a track record of implementing metrics and accountability frameworks
• Comfortable operating in environments that require change, clarity, and decisive action