Director, Global Executive Talent Acquisition

Equinix•Toronto, ON

1d•CA$154,000 - CA$232,000•Hybrid

About The Position

As Director, Global Executive Talent Acquisition, you will lead our Global Executive Talent Acquisition (GETA) team and the day-to-day delivery of executive search for VP, SVP and selected C-suite appointments around the world. From search strategy through offer close, you will set a consistent standard for rigor, pace, candidate care and stakeholder confidence. This is a visible global people leadership role for someone who combines the craft of executive search with the discipline of building a high-performing program. You will coach experienced recruiters, orchestrate complex multi-stakeholder searches, create durable executive talent pipelines in partnership with succession planning and use insight to help senior leaders make better-informed hiring decisions. You will report to the Senior Director, Talent Marketplace, who retains accountability for executive hiring strategy. You will translate that strategy into exceptional execution, leading through a collaborative, multi-stakeholder model and ensuring the team can deliver consistently without dependence on any single executive relationship. Equinix is scaling its leadership bench at the very moment digital infrastructure is being redefined. Executive hiring is moving from reactive search to a genuine capability engine - one that weighs internal succession, mobility and external hire as equal routes to strength. You are joining at the point of inflection, with a mandate to build that engine, not inherit one.

Requirements

15+ years of experience in talent acquisition
Significant experience leading executive search, executive talent acquisition or comparable global talent programmes in a complex, matrixed organisation – ideally combined with experience at a global external search firm
A strong record of leading, coaching and developing experienced executive recruiters or senior talent practitioners across multiple markets (AMERs, EMEA, APAC)
Deep expertise in executive search delivery, including search strategy and qualification, market mapping, pipeline cultivation, assessment, selection, offer management and executive candidate care
The judgement and presence to partner credibly with VP, SVP and C-suite stakeholders while creating alignment across business leaders, People team partners, and specialist teams
Experience building executive talent pipelines across multiple functions and converting market intelligence into practical sourcing / supply and hiring strategies
Commercial discipline in managing search partners, programme budgets, cost-per-hire and build-versus-buy decisions
Confidence using data, dashboards and quality signals to improve delivery, expose risk and inform senior-level decisions
A leadership style grounded in care, excellence, accountability, inclusion, candor, and adaptability

Nice To Haves

You will create a globally consistent executive search operation that senior leaders trust, candidates respect and recruiters are proud to be part of.
Success will be visible in: Faster, more predictable search delivery against agreed program targets
High-quality executive slates, bringing diverse candidate archetypes, industries, and domains together with a deliberate balance of internal delivery and external partner support
Strong offer acceptance, disciplined cost-per-hire and well-managed vendor investment
Confidence from hiring executives, people business partners and candidates in the quality of the process and partnership
Growth in recruiter capability, engagement and coverage of global executive hiring demand
Lower key-person dependency through resilient relationships, repeatable practices and transparent governance
You are both a leader of people and a practitioner of the craft. You can move comfortably from coaching a recruiter through a difficult search to helping a senior executive define what success truly requires. You bring structure without bureaucracy, pace without compromising judgement, and confidence without losing curiosity. Most importantly, you believe executive hiring should leave the organisation stronger, not simply the vacancy filled. This is not a role for someone who wants a settled machine. You will build standards where some don't yet exist, influence senior leaders who won't always agree, and hold pace and quality together under real pressure.

Responsibilities

Lead and develop a global team. Develop, coach and performance-manage the GETA team, creating clear expectations, strong operating rhythms, thoughtful capacity planning and meaningful career pathways for senior practitioners
Deliver executive search with excellence. Lead day-to-day delivery for VP, SVP and selected C-suite searches globally, from intake and success profile through assessment, selection and offer close
Raise the bar on search quality. Coach recruiters hands-on in market mapping, outreach, assessment, candidate care and senior stakeholder management, while embedding consistent standards across active searches
Partner at the highest levels. Engage senior hiring executives, people business partners and hiring managers to align on outcomes, interview plans, decisions and risks, and provide clear reporting on the executive hiring portfolio
Build the talent pipeline before it is needed. Maintain a current view of executive talent pools across priority capabilities, competitors and adjacent sectors, and convert intelligence into repeatable pipeline and outreach plans
Turn market insight into better decisions. Partner with Talent Intelligence and Total Rewards to bring external talent, availability and compensation context into searches before assumptions become constraints
Own governance, controls and candidate care. Ensure disciplined search governance, high-quality documentation and an executive candidate experience that reflects the Equinix brand
Make smart build-versus-buy decisions. Manage executive search partners and program spend, using external firms selectively where they add distinctive value while strengthening internal delivery over time
Measure what matters. Own GETA reporting across time-to-slate, cycle time, quality signals, offer acceptance, internal movement, margin assurance, cost-per-hire, and partner spend