Director, Talent Acquisition

Moonshot•Denton, TX

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. The role owns the talent acquisition system, from workforce planning and recruiting strategy through sourcing, selection, offers, and onboarding. Reporting to the Chief Human Resources Officer, the Director will lead and develop the existing recruiting organization, establish scalable processes and systems, and partner directly with business leaders so hiring keeps pace with growth. This is a builder role: the Director will strengthen the existing foundation, develop the team, and create recruiting infrastructure for Moonshot’s next stage of growth. The person will operate as both a functional leader and a hands-on recruiter, remaining directly involved in critical and difficult-to-fill searches while building a team that can execute at scale. The role includes developing recruiting capacity and processes, setting hiring priorities with business leaders, building proactive talent pipelines, improving recruiting technology and data, strengthening candidate engagement and closing, and managing external recruiting partnerships. Moonshot describes its culture as valuing speed, accountability, practical problem-solving, and execution. The company says it has grown more than 3800% in recent years and is continuing to expand with the data center market.

Requirements

10+ years of progressive Talent Acquisition experience, including leadership of recruiting teams or functions in high-growth environments.
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 across 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.
Partner with executive and functional leaders to translate business plans, manufacturing capacity, and organizational growth into hiring plans, talent profiles, recruiting strategies, priorities, and hiring-manager accountability.
Build proactive sourcing strategies and repeatable pipelines for competitive engineering, technical, data center, power infrastructure, manufacturing, and leadership talent.
Establish scalable recruiting processes across intake, sourcing, screening, interviewing, selection, offers, and onboarding.
Create 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 recruiting metrics for pipeline health, hiring velocity, time to fill, time to hire, source effectiveness, and other key performance indicators.
Create a high-touch candidate experience and strong closing practices; coordinate recruiters and hiring leaders to secure priority talent.
Build and maintain collaborative relationships with external recruiting partners, setting expectations for quality, communication, responsiveness, and cost.
Identify bottlenecks in the recruiting lifecycle and implement practical improvements to speed, quality, visibility, and hiring-manager experience.