Director of Talent Acquisition

Karbon•Los Angeles, CA

11h

About The Position

Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List. We are seeking a player-coach style Director of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration. At the core, this role needs someone who: is obsessed with data and making recruitment more scientific a stickler for attention to detail a true talent partner not an order taker thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery.

Requirements

5+ years in talent acquisition, with at least 1–2 years in a managerial or team lead role.
Ability to lead, motivate, and coach a small team to success, getting in and getting things done yourself if needed.
Demonstrated excellence as a full-cycle recruiter in SaaS.
Proven ability to drive recruiting systems (ideally Greenhouse) and produce meaningful, accurate reports and actions as a result.
AI-first mindset, experimenting and implementing AI-driven models to create efficiency.
Experience building scalable, high-integrity recruiting processes in a fast-paced environment.
Strong ability to influence stakeholders and build hiring capability across the business.
Deep commitment to inclusive hiring and a growth mindset.

Responsibilities

Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities.
Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.
Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.
Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data.
Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed.
Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection.
Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.
Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort.
Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.
Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.
Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.
Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.
Own and report on key recruiting KPIs, including: Hires per month / quarter Time-to-fill and time-to-start Recruiter productivity and capacity Pipeline coverage and conversion rates Offer acceptance rate Quality and durability of hire
Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.
Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.
Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding).
Keep our partners accountable to provide us the best service by holding regular meetings with the vendors we use for our talent processes i.e. Greenhouse, Xref etc.

Benefits

Flexible Time Off with an encouraged 4 weeks use per year
Company paid medical for you and eligible spouse/partner and dependents
Paid dental and vision and eligible spouse/partner and dependents
401(k) with company matching
Flexible Spending Account
Up to 8 weeks paid parental leave
Work-from-home stipend
Work with (and learn from) an experienced, high-performing team
A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback
Be part of a fast-growing company that firmly believes in promoting high performers from within