Head of Talent Acquisition (Director)

project44•Chicago, IL

1d•Onsite

About The Position

project44 is seeking a Head of Talent Acquisition to lead and evolve its global recruiting function during a significant growth and transformation phase. This role requires a hands-on leader with startup experience, strong executive presence, and a high bar for performance. The ideal candidate will partner with senior stakeholders, lead critical searches, build scalable recruiting programs, utilize data to enhance delivery, and ensure project44 attracts the necessary talent to achieve its ambitions. This position demands a blend of strategy and execution, requiring the ability to anticipate future needs, act with urgency, and navigate ambiguity and change. A key aspect of this role is owning and evolving the Talent Acquisition technology stack, including AI features within the Applicant Tracking System (ATS), intelligent sourcing and screening tools, and workflow automation, to achieve measurable improvements in recruiter capacity, hiring speed, and candidate quality. The successful candidate will be adept at identifying valuable tools and fostering team habits that ensure their adoption and effectiveness.

Requirements

At least 10 years of talent acquisition experience, including at least 3 years of experience leading recruiting teams in high-growth, fast-changing environments.
At least 3 years of experience leading tech, GTM or G&A recruiting at a company at either the build out stage or during a significant transformation event.
Hands-on experience using AI within a talent acquisition workflow, including AI capabilities in an ATS (Greenhouse experience a plus), AI-powered sourcing or screening tools, and the judgment to evaluate, configure, and govern these tools responsibly across a team.
Demonstrated success building, scaling, or transforming talent acquisition teams through periods of growth, ambiguity, or change.
Strong executive recruiting credibility, with the ability to lead senior searches directly and influence executive stakeholders with confidence.
Experience partnering with external search firms while maintaining strong internal ownership and execution.
Strong command of talent analytics, recruiting operations, and the use of data to drive accountability and improve outcomes.
Exceptional stakeholder management skills, including the ability to build robust executive relationships in challenging circumstances.
A hands-on leadership style and willingness to dive into searches, coach teams, and improve broken processes directly.
Strong communication skills, sound judgment, resilience, and a relentless focus on quality and execution.
Experience supporting teams across North America, India, and Europe.

Nice To Haves

Experience in B2B SaaS, enterprise software, logistics, supply chain, or other complex global operating environments.
Strong functional depth across executive hiring, talent acquisition operations, workforce planning, and talent market intelligence.
A practical, high-accountability leadership style grounded in urgency, clarity, and follow-through.
A track record of operationalizing AI within a recruiting function: configuring AI features in an ATS, evaluating and deploying sourcing or screening AI, and building clear team norms around high-judgment, responsible AI use in hiring.

Responsibilities

Lead the global talent acquisition strategy and operating model in support of project44’s business priorities, growth plans, and organizational needs.
Build, mentor, and elevate a high-performing recruiting team across executive, technical, commercial, and corporate hiring.
Serve as a trusted advisor to executives and hiring leaders, bringing credibility, candor, and strong stakeholder management in complex or high-pressure situations.
Personally lead critical executive and leadership searches, while effectively managing and partnering with external search firms when appropriate.
Build and scale recruiting programs, processes, and mechanisms that improve hiring quality, speed, consistency, and candidate experience.
Create a more data-driven recruiting organization by defining success metrics, reporting cadences, forecasting practices, and operational rigor across the function.
Partner cross-functionally with People, HRBPs, Finance, and business leaders to align on hiring plans, headcount priorities, and workforce needs.
Raise the bar on talent assessment, interview quality, and selection discipline across the company.
Identify gaps, solve problems quickly, and implement practical solutions that improve performance and execution.
Strengthen project44’s employer brand by ensuring the story we tell in market reflects the experience we create for candidates and employees.