The Director, Talent Acquisition is responsible for setting and leading the enterprise talent acquisition strategy to support business growth, organizational effectiveness, and long-term workforce planning. This role owns the full Talent Acquisition function, shaping how we attract, assess, and hire the right talent with both efficiency and intention—ensuring an exceptional experience for candidates and hiring managers while recognizing the far-reaching impact hiring decisions have on organizational performance, culture, and growth.

In This Role

Talent Acquisition Strategy & Workforce Planning

• Define and lead the enterprise Talent Acquisition strategy aligned with business goals and growth plans, ensuring hiring efforts directly enable short- and long-term business objectives
• Own workforce planning in partnership with executive leadership and FP&A, translating business priorities into hiring strategies to ensure the right roles are prioritized and resourced at the right time
• Anticipate talent needs and market challenges, developing proactive, forward-looking solutions to reduce hiring risk and avoid reactive, last-minute recruiting
• Establish hiring priorities and make tradeoff decisions across roles, teams, and investments to ensure roles driving the greatest business impact are filled efficiently

Operating Model & Process Design

• Evolve the Talent Acquisition operating model, including roles, processes, service levels, and expectations to create clarity, accountability, and consistency across the organization
• Design scalable, consistent hiring processes that balance efficiency, quality, and candidate experience to improve speed, quality of hire, and stakeholder satisfaction
• Establish clear accountability across TA and hiring managers for hiring outcomes to ensure shared ownership and consistent hiring results
• Oversee and manage compensation research and analysis, ensuring alignment with industry standards, and equitable compensation practices that align with Four Hands compensation strategy

Systems, Tools & Innovation

• Own Talent Acquisition systems strategy, ensuring effective integration and utilization of platforms (e.g., Greenhouse, Rippling) to enable seamless workflows, accurate data, and improve decision-making
• Identify opportunities to leverage technology, automation, and AI to increase organizational effectiveness, improve decision-making, reduce manual effort, and enable the function to scale with the business
• Oversee vendor strategy, including agency partnerships and external tools to optimize spend and maximize return on investment

Data, Metrics & Performance Management

• Define success metrics and performance benchmarks for the TA function to clearly measure effectiveness and drive accountability
• Ensure hiring is data-driven, with clear reporting on pipeline health, time-to-fill, quality of hire, and experience to inform strategic decisions and continuous improvement
• Provide insights and recommendations to senior leadership to inform business decisions to influence business strategy and hiring priorities

Cross-Functional Leadership & Influence

• Lead alignment across People & Culture functions (Talent, People Operations, People Development, Employee Engagement) to ensure a cohesive and integrated talent strategy
• Partner with business leaders to influence hiring decisions and challenge assumptions when needed to improve quality of hire and align talent with business needs
• Serve as a trusted advisor to senior leadership on talent market trends and hiring strategies to position the organization competitively in the market
• Other duties as assigned, in accordance with training and qualifications
• Uphold the Core Values and be a valuable member of the Four Hands Team
  • Be open and honest
  • Reach for excellence
  • Act with responsibility
  • Value the whole person
  • Enjoy the journey

The Ideal Person

• 15+ years of progressive Talent Acquisition experience, including 8+ years in a leadership role, owning strategy and team performance
• Experience leading Talent Acquisition for a mid-sized or scaling organization, with responsibility for workforce planning and hiring strategy
• Demonstrated experience partnering with executive leadership to influence hiring decisions and align talent strategy to business goals
• Strong executive presence, communication, and influencing skills across senior stakeholders
• Experience leading leaders and building high-performing and accountable teams
• Strong experience leveraging data, systems, and market insights to inform strategy and drive measurable outcomes (e.g., Greenhouse, Rippling)
• Experience owning budgets, vendor strategy, and resource allocation decisions
• Demonstrated ability to operate in ambiguity, anticipate future talent needs, and proactively mitigate hiring risks