Director of Talent Acquisition
About The Position
FRONTSTEPS is hiring its first Director of Talent Acquisition to partner directly with the CEO and build the company’s recruiting function. This is a hands-on, onsite recruiting role rather than a management layer: the director personally manages requisitions, sources candidates, conducts assessments, and closes hires from individual contributor through VP and executive leadership. The role is dedicated entirely to recruiting; benefits, payroll, compliance, employee relations, HR administration, performance management, and talent development are handled elsewhere. The Director reports directly to the CEO and owns the recruiting philosophy and function, with accountability for raising talent density, improving hiring speed and quality, and eliminating agency spend. The position includes full-cycle recruiting, proactive pipeline development, partnership with functional leaders on hiring standards and processes, offer construction, recruiting operations, employer brand, and measurement of recruiting outcomes. Compensation is $150,000–$190,000 base salary plus a 15% target annual bonus. FRONTSTEPS describes a collaborative, creative environment where employees are encouraged to contribute to processes, decisions, planning, and culture. The role is onsite in Denver.
Requirements
- Proven full-cycle recruiting experience, including personally sourcing and closing VP-level talent without agency dependency.
- A pace of at least 20 hires per year.
- Hands-on experience using AI in sourcing, screening, and outreach, with judgment to verify and challenge AI output.
- Strong outbound sourcing, referral, networking, and market-mapping skills.
- Experience recruiting in a growth-stage, private equity-backed company of roughly 75 to 100 employees, as the whole recruiting function rather than one role on a large team.
- A track record recruiting technical, sales, and leadership roles, with credibility among hiring executives.
- Command of recruiting metrics, including time-to-fill, source of hire, quality-of-hire, offer acceptance, and agency spend reduction.
- Fluency in compensation benchmarking, leveling, and offer strategy, plus financial literacy to model fully loaded headcount costs.
- Executive presence and analytical rigor, with the ability to communicate clearly with the CEO, defend a point of view, and support data-driven recommendations.
Nice To Haves
- Prior staffing agency or large in-house recruiting experience.
Responsibilities
- Personally manage full-cycle recruiting, including sourcing, screening, assessing, and closing candidates from individual contributor through VP and executive leadership.
- Proactively source passive candidates and maintain a standing talent bench for both current and anticipated roles.
- Partner with functional leaders to set hiring standards, develop scorecards, run hiring processes, and uphold quality.
- Use market data, leveling, and offer construction to secure candidates while staying within compensation bands.
- Own the applicant tracking system, sourcing tools, recruiting metrics, and employer brand.
- Manage time-to-fill, quality-of-hire, and the reduction or elimination of agency spend.
- Set the recruiting philosophy and build and own the company’s recruiting function.
- Communicate recommendations and recruiting data to the CEO and executive leaders.
Benefits
- Medical, dental, and vision insurance.
- 401(k) with company contribution or match.
- Company-sponsored life insurance.
- Voluntary short-term disability, long-term disability, and life insurance.
- Employee assistance program.
- Paid time off and sick time.
- Paid holidays.
- 100% company-paid onsite employee parking.
- FSA/HSA.
- 15% target annual bonus.
- Direct access to the CEO and executive leadership team.
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
