Director of Recruiting & Executive Search

Stord•Remote - GA, GA

About The Position

Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post- Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures. The Director, Recruiting & Executive Search is a hands-on recruiting leader responsible for serving as Stord’s lead executive recruiter while driving the day-to-day operating rhythm of the corporate recruiting and global offshore hiring teams. Reporting to the Director of Talent, this role will own recruiting execution across executive search, corporate talent acquisition, and global offshore hiring. The broader Talent organization also includes warehouse staffing and people analytics, which this role will partner with. This is a player-coach role for someone who can personally source, engage, assess, and close senior talent while also managing recruiter performance, hiring manager alignment, pipeline health, process discipline, and recruiting metrics. The ideal candidate is an operator first: someone who can bring structure, urgency, and accountability to a high-growth recruiting environment. Over time, this role has the opportunity to grow into broader strategic Talent Acquisition leadership as the function continues to scale.

Requirements

7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments.
Demonstrated success personally leading full-cycle executive and senior leadership searches.
Proven experience managing and developing recruiters in a player-coach capacity.
Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance.
Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A.
Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing.
Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function.
Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement.
Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process.
Exceptional communication, judgment, prioritization, and stakeholder management skills.

Nice To Haves

Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses.
Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth.
Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows.
Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness.
Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences.

Responsibilities

Lead Executive Recruiting: Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions.
Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches.
Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent.
Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication.
Drive Recruiting Execution: Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution.
Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes.
Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience.
Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving.
Lead and Develop the Recruiting Team: Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed.
Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene.
Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks.
Create a culture of urgency, ownership, and continuous improvement across the recruiting team.
Partner with Business Leaders: Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions.
Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making.
Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement.
Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines.
Oversee Global Offshore Hiring: Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations.
Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability.
Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration.
Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process.
Improve Recruiting Data, Process, and Visibility: Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes.
Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity.
Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability.
Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results.