Director, Talent Acquisition

SiTime Corporation•Santa Clara, CA

15h•$179,280 - $256,370

About The Position

SiTime is the Precision Timing company. Timing is the heartbeat of all electronics, ensuring performance, resilience and scalability. For decades, quartz devices, non-silicon technology, have kept systems in sync, but they struggle in harsher, more demanding environments. MEMS-based Precision Timing delivers greater accuracy, smaller size and resilience. Today, MEMS timing powers over 400 applications, including high-growth ones in AI datacenters, automated driving, industrial and humanoid robots, wearables and IoT. Our semiconductor MEMS programmable solutions offer a rich feature set that enables customers to differentiate their products with higher performance, smaller size, lower power, and better reliability. With more than 4 billion devices shipped, SiTime is changing the timing industry. For more information, visit: www.sitime.com.

Requirements

12+ years in talent acquisition, including 5+ years leading recruiting teams at a high-growth technology company.
A track record of building or rebuilding a TA organization during hypergrowth, scaling hiring volume 2x or more while raising the quality bar.
Deep experience recruiting senior engineering talent, plus a proven record leading VP and C-level searches and hiring sales leaders, business unit GMs, and G&A executives; semiconductor, hardware, or deep-tech experience strongly preferred.
Credibility with C-suite executives and engineering leaders, with the judgment to push back and the influence to change how hiring decisions get made.
Public-company experience, including headcount planning against financial targets and board-level reporting.
Fluency with modern TA technology, data, and AI-enabled recruiting tools.
Experience hiring across multiple geographies and managing visa and immigration processes.
A builder's bias for action, comfort with ambiguity, and a reputation for developing recruiting talent.
Bachelor's degree or equivalent experience.

Nice To Haves

A fully staffed TA team with clear roles, capacity models, and a scalable operating cadence.
An engineering hiring partnership in place, with agreed role profiles, structured interviews, and weekly pipeline reviews.
The annual hiring plan delivered on time, with measurable gains in time to fill, offer acceptance, and quality of hire.
A modernized TA tech stack and an executive dashboard the leadership team uses to make decisions.
A recognizable employer brand in the semiconductor talent market.

Responsibilities

Design and stand up a scalable TA function, including team structure, recruiter-to-hire ratios, sourcing, coordination, and recruiting operations.
Hire, develop, and lead a high-performing team of recruiters, sourcers, and coordinators.
Select and implement the TA technology stack (ATS, CRM, sourcing, assessment, and analytics tools) and use AI to raise recruiter productivity.
Lead hiring for hard-to-fill technical roles across MEMS, analog and mixed-signal design, clocking and timing ICs, verification, firmware, systems, and software engineering.
Build a dedicated focus on Sales, Business Unit General Managers, and G&A (Finance, Legal, IT, and HR), hiring the commercial and operating leaders who will scale SiTime toward $1 billion in revenue.
Own Executive Leadership recruiting for VP and C-level roles: run confidential searches, manage retained search firms, and deliver a high-touch experience for executive candidates.
Build proactive pipelines and talent maps of top semiconductor and adjacent tech talent, including senior individual-contributor and future executive talent.
Shape a differentiated employer brand that makes SiTime the destination for the industry's top engineers and business leaders.
Create the Global University Talent Program to acquire key new generation talent.
Serve as a strategic advisor to the executive team on workforce planning and talent market dynamics.
Partner with Executive Leadership to deliver the Annual Headcount Plan each year, translating it into quarterly hiring targets by function and flagging risks to plan early with clear mitigation options.
Build and maintain a real-time hiring dashboard and regular reporting cadence so every leader knows the status of open roles, pipeline health, offers, and starts in their organization.
Build a direct operating rhythm with engineering leaders: joint hiring plans, calibrated role profiles, structured interview loops, and regular pipeline reviews.
Partner with HR and engineering leaders to integrate and retain talent joining from the Renesas timing acquisition, and extend recruiting across the combined global footprint.
Own TA metrics and reporting, including time to fill, quality of hire, offer acceptance, pipeline diversity, cost per hire, and hiring manager satisfaction.
Deliver a consistent, high-touch candidate experience from first contact to start date.
Partner with Total Rewards on competitive offers, including equity, and with Legal on immigration and global hiring compliance.