Director, Talent Acquisition

Moonshot•Denton, TX

25d

About The Position

Moonshot is hiring a Director of Talent Acquisition to lead and scale the recruiting function supporting continued growth across engineering, manufacturing, operations, commercial functions, and leadership. Reporting to the Chief Human Resources Officer, this role owns the talent acquisition system from workforce planning and recruiting strategy through sourcing, selection, offers, and onboarding. The Director will lead and develop the existing recruiting organization, define roles and future team needs, establish scalable processes and systems, and partner directly with business leaders to align hiring with company growth. This is a builder role: the successful candidate will strengthen the existing foundation and create the recruiting infrastructure needed for Moonshot’s next stage of growth. The role combines functional leadership with hands-on recruiting. The Director will remain directly involved in critical, executive, specialized, and difficult-to-fill searches while building a team capable of supporting hiring at scale. The position includes developing proactive talent pipelines, improving recruiting technology and reporting, creating a strong candidate experience, managing external recruiting partnerships, and continuously improving the recruiting lifecycle.

Requirements

10+ years of progressive Talent Acquisition experience, including leadership of recruiting teams or functions in high-growth environments.
A proven track record building or scaling an internal Talent Acquisition function, including team capacity, processes, systems, metrics, and operating rhythms.
Strong experience recruiting engineering and technical talent, including mechanical, electrical, controls, power, software development, AI, and other specialized functions.
Experience managing significant hiring volume while supporting specialized, leadership, and executive searches and building proactive pipelines for difficult-to-find talent.
Strong executive partnership experience involving workforce planning, recruiting strategy, hiring priorities, and accountability.
Experience implementing, migrating, or materially improving ATS and recruiting technology.
Builder mentality and ability to create structure without unnecessary bureaucracy.
Comfort operating as both a strategic leader and a hands-on recruiter.
Strong sourcing instincts and candidate-closing skills in competitive technical markets.
Ability to lead, coach, and hold a recruiting team accountable for results.
Executive presence and ability to advise, influence, and challenge hiring leaders.
Data-driven, high-urgency operating style and comfort making decisions in a fast-moving growth environment.
Bachelor’s degree or equivalent experience.

Nice To Haves

Manufacturing, production, industrial, or other operational recruiting experience.
Data center, electrical equipment, power infrastructure, mission-critical infrastructure, industrial manufacturing, or adjacent technical experience.
Engineering or other technical educational background.

Responsibilities

Lead and scale Moonshot’s Talent Acquisition function, develop the existing team, define roles and responsibilities, identify future hiring needs, and build an organization capable of supporting several hundred hires.
Own recruiting strategy across engineering, manufacturing, operations, skilled technical talent, corporate functions, and leadership.
Personally support executive, specialized, and difficult-to-fill searches while ensuring the broader team delivers against hiring priorities.
Partner with executive and functional leaders to translate business plans, manufacturing capacity, and organizational growth into actionable hiring plans, priorities, talent profiles, and recruiting strategies.
Build proactive sourcing strategies and repeatable talent pipelines for competitive engineering, technical, data center, power infrastructure, manufacturing, and leadership talent.
Establish scalable recruiting processes for intake, sourcing, screening, interviewing, selection, offers, and onboarding.
Create regular operating rhythms with hiring leaders for requisition prioritization, pipeline reviews, feedback, and decision-making.
Improve Talent Acquisition systems and technology, including ATS workflows, automation, reporting, and data quality.
Establish and monitor recruiting metrics such as pipeline health, hiring velocity, time to fill, time to hire, and source effectiveness.
Create a high-touch candidate experience and effective closing practices for competitive technical and leadership markets.
Build and maintain collaborative relationships with external recruiting partners, setting expectations for quality, communication, responsiveness, and cost.
Identify recruiting lifecycle bottlenecks and implement practical improvements to speed, quality, visibility, and the hiring-manager experience.