Director, Talent Acquisition

SiTime Corporation•Santa Clara, CA

6d•$179,280 - $256,370

About The Position

The Director, Talent Acquisition will build and lead a world-class recruiting organization to hire technical and business talent at the pace SiTime’s growth demands. The role owns talent acquisition strategy end to end, including team, process, employer brand, and data, and serves as a trusted advisor to the executive team and a close partner to Engineering, Business Unit, Sales, and G&A leaders. This builder role includes establishing a scalable TA function, developing a high-performing recruiting team, and leading recruitment for difficult-to-fill engineering roles as well as executive, sales, business unit, and G&A positions. The Director will develop proactive talent pipelines, talent maps, a global university talent program, and a differentiated employer brand. The role also advises leaders on workforce planning and talent markets, delivers the annual headcount plan, and builds dashboards and operating practices to monitor hiring. The Director owns TA metrics, reporting, and candidate experience; partners with Total Rewards on competitive offers and Legal on immigration and global hiring compliance; and works with HR and engineering leaders to integrate and retain talent from the Renesas timing acquisition. The role is eligible for a quarterly bonus tied to innovation goals and equity grants. SiTime offers a benefits package that includes a 401(k) plan, medical, dental, vision, life insurance, parental leave, legal services, and time-off plans.

Requirements

12 or more years of talent acquisition experience, including 5 or more years leading recruiting teams at a high-growth technology company.
Track record of building or rebuilding a TA organization during hypergrowth, scaling hiring volume twofold or more while raising the quality bar.
Deep experience recruiting senior engineering talent and a proven record leading VP and C-level searches and hiring sales leaders, business unit general managers, and G&A executives.
Credibility with C-suite executives and engineering leaders, with the judgment to push back and influence hiring decisions.
Public-company experience, including headcount planning against financial targets and board-level reporting.
Fluency with modern talent acquisition technology, data, and AI-enabled recruiting tools.
Experience hiring across multiple geographies and managing visa and immigration processes.
Bias for action, comfort with ambiguity, and a reputation for developing recruiting talent.
Bachelor's degree or equivalent experience.

Nice To Haves

Semiconductor, hardware, or deep-tech recruiting experience.

Responsibilities

Design and establish a scalable talent acquisition 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.
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 recruiting focus for Sales, Business Unit General Managers, and G&A functions including Finance, Legal, IT, and HR.
Own VP and C-level executive recruiting, including confidential searches, retained search firm management, and a high-touch candidate experience.
Build proactive pipelines and talent maps for semiconductor and adjacent technology talent, including senior individual contributors and future executives.
Shape a differentiated employer brand to attract leading engineers and business leaders.
Create a Global University Talent Program to acquire emerging talent.
Advise the executive team on workforce planning and talent market dynamics.
Partner with Executive Leadership to deliver the annual headcount plan, translate it into quarterly hiring targets, and flag risks with mitigation options.
Build and maintain a real-time hiring dashboard and regular reporting cadence covering open roles, pipeline health, offers, and starts.
Establish a direct operating rhythm with engineering leaders, including 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 through start date.
Partner with Total Rewards on competitive offers, including equity, and with Legal on immigration and global hiring compliance.