Director of Talent Acquisition

What You Will Own

• Own the hiring system end-to-end: rubrics, interview stages, scorecards, paid work samples, gates, operating cadence, recruiting stack, and metrics (pipeline health, conversion, time to offer, source performance).
• Scale pipeline and throughput: drive volume and quality of candidates across engineering, product, growth, curriculum, delivery, revenue, seasonal instructor, and fellowship surge hiring. Ensure every search has a strong slate of finalists, pipelines reflect served communities, and no role stalls.
• Own employer brand and candidate experience: craft trajectory, craft, and impact-focused messaging across all touchpoints for a mission-driven, nonprofit compensation model.
• Lead and grow the talent team: manage recruiters, sourcers, and coordinators (full-time and contract); set operating rhythm, coach team, decide capacity, and build staffing model.
• Partner with Head of People and leadership: translate company goals into hiring plans, advise on org design, leveling, headcount allocation, set talent priorities, and provide point of view on progress.

What Success Looks Like in Your First Year

• First 90 days: learn funnel from application to offer, meet every hiring manager, diagnose signal and volume breakdowns.
• By six months: implement hiring process with defined purpose and clear bar per stage, trained and accountable interviewers, predictable hiring manager cadence.
• By end of first year: open roles consistently reach strong finalist slates, time to hire under control via process that produces good decisions, talent function scales with organization.

Who You Are

• 5+ years in talent acquisition, including several years leading a recruiting team through significant growth.
• Built or rebuilt a hiring process (specific changes to rubrics, interview design, gating and resulting outcomes).
• Lead with data: know funnel math, conversion rates by stage, use them to decide investments.
• Hold high bar on quality, defend it under pressure to move faster; understand risks of compressing unrefined processes.
• Strong people manager: coach recruiters, build teams that own their work.
• Partner effectively with executives and hiring managers: push back respectfully, hold line on process, align stakeholders.
• Use AI as multiplier for mechanical recruiting tasks, with clear view on where human judgment remains essential.

Requirements

• Experience hiring across technical and non-technical functions simultaneously (engineering, product, growth, operations).
• Fluency with Greenhouse, Gem, and LinkedIn Recruiter.
• Experience in a high-growth startup.
• Track record of building always-on talent pools and employer brand that attracts candidates.

Nice-to-Haves

• Experience leveraging AI tools in recruiting while preserving human judgment.
• View on improving tools and processes independently.

Compensation and Benefits

Compensation: $150,000 - $175,000 (standardized by level based on experience and skills; location-independent).

Benefits:

• 100% remote (work from anywhere in the U.S.).
• Health & Wellness: Medical, dental, vision insurance (90% employer-covered for employees and dependents), employer-funded healthcare reimbursement, FSAs, Employee Assistance Program.
• Financial Security: (details truncated in posting).