Director, Talent Acquisition, SG&A

Axon•Boston, MA

9h•Hybrid

About The Position

Join Axon and be a Force for Good. At Axon, we’re on a mission to Protect Life. We’re explorers, pursuing society’s most critical safety and justice issues with our ecosystem of devices and cloud software. Like our products, we work better together. We connect with candor and care, seeking out diverse perspectives from our customers, communities and each other. Life at Axon is fast-paced, challenging and meaningful. Here, you’ll take ownership and drive real change. Constantly grow as you work hard for a mission that matters at a company where you matter. Your Impact We are looking for a Director of Talent Acquisition, SG&A to lead recruiting for some of the most critical functions at Axon, including senior leadership, C Team aligned hiring, and global SG&A teams across sales, corporate, operations, and manufacturing functions. This is a builder role for a leader who can operate at altitude with executives, then dive into the machinery of recruiting, process design, recruiter performance, market strategy, and candidate experience. You will own a high impact portfolio in a company that is scaling globally, moving fast, and asking Talent Acquisition to become more predictive, more automated, more data driven, and more strategically embedded in our business. The right person will bring judgment, horsepower, resilience, and a grit to dive in with your team and business partners. You will be expected to raise the talent bar, not simply fill seats. You will build trust with leaders, challenge assumptions, identify exceptional talent, and create scalable systems that help Axon hire better, faster, and more globally.

Requirements

8+ years of experience leading Talent Acquisition for SG&A, corporate functions, executive recruiting, or complex global hiring portfolios, with 3+ managing managers.
Proven success partnering with C level or senior executive stakeholders in a fast paced, high growth environment.
Experience building, scaling, and leading recruiting teams through ambiguity, transformation, and aggressive business growth.
Strong executive presence, business acumen, and the ability to influence leaders who have high expectations and limited time.
Deep understanding of recruiting operations, funnel analytics, recruiter productivity, workforce planning, and hiring governance.
A track record of improving quality, speed, consistency, and stakeholder confidence across large or complex recruiting portfolios.
Comfort operating in a data rich environment, with the judgment to know what the numbers say and what they do not say.
Practical experience using AI, automation, tools, and process design to make recruiting teams faster, smarter, and more scalable.
High standards, low ego, excellent judgment, and the ability to lead through both inspiration and accountability.
This role requires a leader who can be both strategic and operational. You will need to think several quarters ahead while staying close enough to the work to know where the truth lives. You should be comfortable challenging leaders, coaching recruiters, reading the data, redesigning a process, jumping into a hard search, and making the call when the answer is not obvious.
We are looking for someone who makes the team better. Someone who brings clarity when things are messy, calm when things are urgent, and ambition when others are settling. The work is not easy. That is the point.

Responsibilities

Lead Talent Acquisition strategy and execution for SG&A functions, including executive aligned hiring and critical leadership roles.
Partner directly with senior executives, C Team stakeholders, HR leaders, Finance, and business leaders to translate workforce priorities into clear hiring strategies.
Build and lead a high performing recruiting team that operates with urgency, precision, accountability, and strong business judgment.
Own portfolio health across hiring demand, recruiter capacity, funnel performance, quality of hire indicators, diversity outcomes, candidate experience, and stakeholder satisfaction.
Raise the hiring bar through strong intake discipline, calibrated scorecards, structured interview practices, talent market insight, and decisive close strategies.
Bring a global lens to recruiting, helping the company scale across regions while balancing local nuance with enterprise consistency.
Use data to identify bottlenecks, forecast risk, challenge hiring plans, and guide executive level decisions.
Drive AI and automation adoption across the recruiting lifecycle, including sourcing, workflow optimization, reporting, interviewer enablement, candidate engagement, and operational efficiency.
Build scalable recruiting playbooks for repeatable leadership hiring, confidential searches, critical roles, and new market expansion.