Talent Acquisition Director

Vagaro•Pleasanton, CA

About The Position

The Talent Acquisition Director is responsible for leading and scaling the organization’s end-to-end talent acquisition strategy in a high-growth environment. This role provides strategic and operational leadership across recruiting execution, workforce planning partnership, systems optimization, and team development. The Director serves as the primary owner of recruiting strategy, metrics, governance, and continuous improvement, while remaining hands-on as needed to support critical and executive-level hiring initiatives. This role balances selective hands-on recruiting for senior and executive roles with team leadership, performance monitoring, process optimization, and metrics-driven decision-making, while collaborating closely with HR Operations, HR Business Partners, and the Employee Experience Partner to deliver a consistent and scalable hiring and onboarding experience.

Requirements

Bachelor’s degree in human resources, Business, or a related field required; Master’s degree preferred.
7+ years of progressive talent acquisition experience in high-growth organizations with fewer than 1,000 employees.
Proven experience leading and scaling recruiting teams.
Hands-on experience using Workday Recruiting, including requisition lifecycle management, candidate pipelines, reporting, and cross-functional coordination with HR Operations.
Strong executive presence, strategic thinking, and operational execution skills.

Nice To Haves

Experience in SaaS or high-growth technology environments.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Workday Implementation Experience preferred

Responsibilities

Talent Acquisition Strategy & Leadership: Define, develop, and execute a scalable talent acquisition strategy aligned with business growth objectives.
Lead, develop, and coach recruiting team members, including Recruiters and Junior Recruiters.
Partner with executive leadership, HRBPs, and Finance to forecast hiring needs, prioritize requisitions, and align recruiting capacity with growth plans.
Establish recruiting capacity models, annual hiring plans, and success metrics.
As needed, recruit for senior leadership requisitions to support business needs and hiring surges.
Recruiting Budget, Vendors & External Partnerships: Own recruiting budget oversight, including agency usage, job boards, recruiting tools, and vendor relationships.
Manage relationships with external recruiting partners, job boards, educational institutions, and recruiting technology vendors.
Recruiting Operations & Systems (Workday): Own and optimize the end-to-end recruiting lifecycle within Workday Recruiting.
Ensure consistent, compliant use of Workday Recruiting for requisitions, pipelines, reporting, and audits.
Partner with HR Operations and HRIS on workflow design, reporting enhancements, and data integrity.
Support or participate in Workday Recruiting implementations and major enhancements (implementation experience strongly preferred).
Hiring Execution & Oversight: Provide leadership oversight across high-volume, professional, technical, accounting and finance, marketing, management, and executive-level hiring.
Serve as a working leader for critical, confidential, or executive searches as needed.
Ensure structured intake meetings, interview discipline, and hiring manager accountability.
Metrics, KPIs, Governance & Continuous Improvement: Define, track, and report on key talent acquisition metrics, including time-to-fill, pipeline health, quality of hire, candidate experience, and hiring manager satisfaction.
Use data and market insights to identify trends, risks, and improvement opportunities.
Ensure recruiting practices comply with employment laws, internal policies, and audit standards.
Team Development & Enablement: Develop training, tools, and best practices to elevate recruiter capability and consistency.
Partner with HR and People Programs on interviewer training and hiring manager enablement.
Foster a culture of accountability, continuous improvement, and inclusive hiring practices.
Recruitment Events, Networking & Employer Branding: Set strategy for and selectively represent the company at priority recruitment events and executive-level networking opportunities.
Build and maintain talent communities, including relationships with past applicants and referrals.
Partner with Employee Experience and Marketing to support employer branding initiatives.
Workforce Planning Partnership: Partner with HRBPs and Finance on workforce planning, headcount forecasting, and hiring prioritization to ensure recruiting capacity aligns with business plans.
Hiring Manager Enablement & Training: Train and support hiring managers through recruitment workshops and ongoing guidance.
Partner with HR leadership to support manager and employee training initiatives related to hiring practices and compliance.
Executive Hiring Governance: Establish governance and consistency for executive-level hiring, including intake rigor, interview structure, assessment alignment, and offer process coordination.