Senior Director, Technical Recruiting

Crusoe•San Francisco, CA

23h•$210,000 - $235,000

About The Position

Crusoe is scaling fast, and the technical recruiting function needs to match that intensity. This is a senior leadership role owning talent acquisition across Product, Engineering, IT, and Security — reporting to the VP of Talent Acquisition. You will drive both immediate hiring outcomes and the operational infrastructure required to sustain them through the next phase of growth. This role inherits a technical recruiting foundation and is responsible for scaling it into a world-class talent acquisition engine. The mandate is clear: deliver the technical talent Crusoe needs to fuel aggressive growth today while building the systems, processes, and team capabilities that support 2x, 3x, and 5x growth without breaking. You will lead and develop a growing technical recruiting team consisting of recruiting managers, recruiters, and sourcers supporting Product, Engineering, IT, and Security hiring globally. Recruiting is a core operating capability at Crusoe. This role is responsible for ensuring hiring leaders, executives, and recruiters operate with shared standards, strong calibration, and clear accountability for hiring outcomes. This role is for someone who sees recruiting as a competitive advantage — a strategic capability tied directly to execution, growth, and operational reliability. You will have the autonomy to make bold bets on process, technology, and team design that position Crusoe to scale without sacrificing quality or speed.

Requirements

You have 15+ years of experience in talent acquisition, including building and scaling technical recruiting functions in high-growth environments.
You have led talent acquisition across engineering and product functions, and ideally have also led IT or security recruiting — experience across more than one of these areas is expected.
You use data and analytics to diagnose funnel performance, forecast risk, and hold teams accountable to outcomes.
You have run a metrics driven organization.
You have managed managers — not just individual recruiters — and have a track record of developing and growing recruiting leaders.
You have operated at both a scaled company and in a high-growth or startup environment, ideally seeing an organization through significant headcount expansion.
You build repeatable processes and scalable systems without over-engineering or leading with process at the expense of results.
You partner across levels and functions — from finance to engineering to executive leadership — adapting approach to each audience.
You operate with urgency, ownership, and accountability, measuring success by whether the right people are in seats, on time, and set up to succeed.
You bring curiosity and enthusiasm for AI tools and automation as applied to recruiting workflows and operations.

Nice To Haves

You have experience recruiting within AI infrastructure, GPU/accelerated computing, cloud services, or data center environments.
You have experience in high-growth tech environments with significant annual hiring volumes.
You have led a recruiting function through an IPO or other major organizational transition.

Responsibilities

Lead talent acquisition across Product, Engineering, IT, and Security, aligning hiring roadmaps with business priorities, growth plans, and operational realities.
Build and scale a technical recruiting team that operates with speed, efficiency, judgment, and consistency — setting the standard for responsiveness and execution quality.
Ensure that
Mentor and develop recruiting managers, growing leadership depth within the team and building the next tier of recruiting leaders.
Serve as a strategic partner to engineering executives and hiring leaders, driving role clarity, calibration, and shared accountability for hiring outcomes.
Evolve the recruiting model to balance velocity with consistency — moving from reactive execution to proactive, predictable hiring.
Strengthen intake, workflow, and decision-making processes that eliminate bottlenecks and improve stakeholder and candidate experience.
Translate engineering and product demand into structured hiring plans, proactively identifying talent gaps, timing risks, and capacity constraints.
Use data and analytics to diagnose funnel performance, forecast risks, and drive continuous improvement across every stage of the recruiting cycle.
Adopt AI, automation, and modern recruitment tools to increase efficiency, improve signal quality, and free the team to focus on high-judgment work.
Navigate the unique challenges of hiring across AI infrastructure, cloud engineering, platform, and security disciplines — balancing speed with rigor.
Ensure every hiring manager, candidate, and team member experiences recruiting as responsive, fair, and reflective of Crusoe's standards.