Senior Director, Talent Acquisition

Salesloft

. Own the global talent acquisition strategy and operating plan, balancing speed, quality, and cost across a large volume of requisitions.

Posted 10/28/2026full-timeRemote • United StatesSenior💰 $190,000 - $280,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in talent acquisition strategy and operations, with a strong focus on leading teams, managing KPIs, and leveraging AI for recruiting efficiency. Proven ability to navigate diverse markets and build scalable hiring practices while maintaining stakeholder relationships and managing budgets.

Highest-signal resume keywords

10+ Years In Talent Acquisition5+ Years Leading TA TeamsExperience Recruiting In North America And IndiaFluency With ATS And Recruiting AnalyticsExperience Managing TA Budget And Hiring Plan

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Talent Acquisition StrategyRecruiting KPIs ManagementAI In RecruitingStructured InterviewingPerformance ManagementCapacity ModelingTeam Structure DevelopmentProcess ImprovementReportingStakeholder Management

Soft Skills

Relationship ManagementCoachingAdaptabilityLeadershipCommunication

Tools & Technologies

Applicant Tracking System (ATS)Recruiting TechnologyAnalytics ToolsSourcing ToolsScheduling Tools

Industry Keywords

B2B SaaSHigh-Growth EnvironmentsEmployment PracticesDiversity, Equity, And Inclusion (DEI)Workforce Planning

About the role

Key responsibilities & impact

Own the global talent acquisition strategy and operating plan, balancing speed, quality, and cost across a large volume of requisitions.
Lead and develop a lean team of recruiters and sourcers across North America and India.
Define and manage recruiting KPIs, including time to fill, pipeline health, offer acceptance, quality of hire, hiring manager satisfaction, and recruiter productivity.
Build and apply AI across sourcing, screening, scheduling, outreach, reporting, and recruiter performance insights.
Run recruiting in the US, Canada, Mexico, and India while adapting to local practices, compensation norms, employment regulations, and talent availability.
Manage agency and vendor relationships and reduce reliance over time.
Advise executives, hiring managers, and People leadership; lead intake and workforce planning conversations.
Partner with Finance, People Ops, and Talent Brand on headcount planning, forecasting, employer brand, DEI goals, and candidate experience.
Build the TA leadership bench and define career paths and succession plans.
Run weekly pipeline reviews, monthly business reviews, quarterly planning, and executive reporting.
Own the TA budget, including headcount, agency and vendor spend, tools, job boards, and events.
Lead ATS, sourcing, scheduling, analytics, and recruiting technology strategy.
Build scalable hiring practices, including structured interviewing, intake standards, interviewer training, offer approval, and candidate experience.
Lead through reorganizations, hiring surges, freezes, reprioritization, and acquired-team integrations.

Requirements

What you’ll need

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 understanding of how each market differs.
Experience setting performance 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 quantifiable outcomes.
Strong relationship management and stakeholder skills, including with senior leaders.
Fluency with an ATS and recruiting analytics.
Comfort with ambiguity and shifting priorities.
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 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 while maintaining morale and performance.
Nice to have: experience in B2B SaaS or technology.
Nice to have: experience scaling TA through growth, restructuring, or M&A.
Nice to have: experience hiring across engineering, sales, and go-to-market roles.
Nice to have: working knowledge of employment practices in Mexico and India.

Benefits

Comp & perks

Performance bonus
Benefits
Other applicable incentive compensation plans