Vice President, Talent Acquisition

Intuitive•Sunnyvale, CA

About The Position

As Intuitive grows globally, the Vice President, Talent Acquisition will help us attract and hire the talent to advance that ambition—and build a TA organization ready to deliver at greater scale. We’re looking for someone who takes the time to understand the business and its people, earns trust through honest conversations and follow-through, and brings fresh perspective to how we work. A leader who listens closely, challenges thoughtfully, and gives people a clear reason to embrace change. Working closely with executives, Finance, and HR, you’ll help shape the talent decisions behind our growth. You’ll build on the team’s strengths while making the changes needed to simplify hiring, strengthen our global capabilities, and deliver consistently across markets. This individual must be passionate about building a strong team in support of a great company. We’re looking for a leader who is deeply curious about the business, builds trusted relationships across teams and across regions, and sees opportunities to rethink how we attract and hire talent globally. Someone who brings fresh perspectives, turns ideas into results, and inspires a global team to do its best work. This is an opportunity to shape the future of TA at a defining moment in Intuitive’s growth.

Requirements

15+ years of demonstrated TA leadership experience, including 10+ years leading people and managing TA leaders across regions.
Experience scaling TA functions through periods of rapid growth, building and leading recruiting across APAC, EMEA, and the Americas, and standing up teams in new markets from the ground up.
Understanding of what it takes to hire effectively in diverse geographies — local labor markets, regulatory environments, cultural nuances in candidate experience, and how to design shared systems that actually work across regions without sacrificing local judgment.
Background recruiting in hardware manufacturing, technology manufacturing, or similarly complex, highly technical environments — with a strong grasp of the talent landscape, competitive dynamics, and specialized hiring challenges those industries demand.
A reputation for building organizations and employer brands that top talent wants to join.
A highly collaborative approach, with the credibility to advise executives and build strong partnerships with Finance, HR Business Leaders and Partners, and Centers of Excellence to deliver shared outcomes.
An open, transparent style that builds trust across cultures.
A natural problem solver who cuts through complexity, connects the dots across competing priorities, and brings practical, high-impact solutions.
Strong business and HR acumen, with the ability to translate data into a clear story — connecting insights to business priorities, investment decisions, and action.
Demonstrated success modernizing TA through technology, automation, and simpler processes, while managing competing priorities and delivering measurable improvements in hiring quality, speed, and cost.
Bachelor’s degree or equivalent experience.

Nice To Haves

Ideally, you've lived or worked in-region, not just managed from headquarters — giving you firsthand perspective on what global recruiting really requires on the ground.
Ability to travel approximately 30% of the time.

Responsibilities

Shape talent strategy with the business by engaging executives and the HR function early in business planning.
Translate growth priorities into a multi-year talent acquisition strategy, bringing informed advice on talent availability, location, and hiring trade-offs.
Connect workforce plans to delivery by building a regular planning rhythm with Finance, the business, and HR that aligns hiring priorities, timing, investment, and recruiting capacity.
Own global hiring performance and the TA budget, making commitments clear and addressing gaps early.
Build a truly global function by strengthening regional leadership and recruiting capabilities, particularly outside the US.
Involve regional teams in designing shared systems and processes so they work across markets, with clear accountability and room for local judgment.
Bring fresh thinking to how we hire by questioning processes that add work without adding value.
Introduce technology, automation, and new approaches where they improve hiring outcomes, and help teams adopt changes that make a lasting difference.
Make data meaningful by bringing together hiring performance, talent market intelligence, and workforce trends to explain what’s changing, why it matters, and what we should do next.
Help leaders use those insights to make better decisions about priorities, investment, and risk.
Develop an exceptional team by giving leaders and recruiters clear direction, meaningful development, and the support to become trusted talent advisors.
Invite different perspectives, coach candidly, and follow through on commitments.
Lead change in a way that helps people understand the purpose and take ownership of the outcome.
Lead as one HR team by working closely with HR Business Leaders and Partners and Centers of Excellence—including Talent Management, Total Rewards, People Analytics, People Services, and Inclusion & Diversity—to solve talent challenges together.
Connect hiring with broader talent priorities and share accountability for an inclusive, effective hiring experience and compliant practices across markets.