Director of Talent Acquisition, GTM

Avalara•UNAVAILABLE, UNAVAILABLE

About The Position

The Director, Talent Acquisition-GTM will lead recruiting strategy & delivery across the Go-To-Market function, building and elevating a high-performing recruiting organization that consistently brings in bar-raising talent and strengthens Avalara’s long-term talent advantage. This leader will be accountable for the GTM hiring strategy, execution quality, stakeholder partnership, and raising the overall standard of hiring across the GTM business. This is a hands-on leadership role that requires experience leading a recruiting function, supporting GTM. The Director will operate as an owner of hiring, not a coordinator of process, and will elevate recruiters from transactional execution to strategic talent advisors who influence, challenge, and protect decision quality at every stage of the hiring lifecycle.

Requirements

10+ years of Talent Acquisition experience including a minimum of 5 years of leadership experience, supporting a GTM function.
5+ years of experience driving or leading talent acquisition within GTM at scale.
Global Talent Acquisition leadership experience
Demonstrated ability to elevate recruiter capability and performance.
Measurable track record improving hiring quality, not just speed.
Experience influencing senior stakeholders and pushing back constructively.
Proficient or Advanced, AI and analytical capability with the ability to translate data into action.
Embracing AI as an essential capability.
Experience using AI and AI-related technologies.
Apply AI every day to business challenges - improving efficiency, contributing solutions, and driving results for your team, our company, and our customers.
Grow with AI by staying curious about new trends and best practices, and by sharing what you learn so others can benefit too.

Nice To Haves

The required qualifications noted above from a SaaS organization strongly preferred
Strategic thinking with operational depth.
Strong ownership mindset.
Ability to build trust through consistent judgment and results.
Courage to challenge leaders when hiring quality is at risk.

Responsibilities

Develop and lead a high-performing recruiting team across regions supporting GTM hiring.
Set a clear performance bar and coach the team to excellence while building bench strength.
Establish strong calibration standards for what great looks like in recruiting delivery.
Create consistency and reliability in how the organization experiences Talent Acquisition.
Ensure every hire improves the talent density of the organization.
Drive quality of hire as the primary success metric.
Improve interview-to-offer ratios by strengthening front-end assessment and intake rigor.
Protect decision quality by slowing down early, challenging assumptions, and resetting processes when signals indicate risk.
Serve as a strategic partner to executive leaders.
Own workforce planning conversations for the GTM function across assigned regions.
Influence hiring strategies including location strategy, talent mapping, pipelining, and market intelligence.
Build trust through expertise, clarity, and accountability.
Elevate the perception of Talent Acquisition as a strategic function, not a transactional service.
Tell the story of wins, surface gaps quickly, and provide data-driven insights to the business.
Drive disciplined execution of intake, calibration, and interview rigor.
Ensure consistency across regions while adapting to market realities.