VP of Talent Acquisition

Inspiren•New York, NY

4h•Remote

About The Position

As the Head of Talent Acquisition, you will be the lead architect of Inspiren's talent engine during a critical phase of hyper-growth. This role is not just about filling seats; it requires a "talent strategist" who understands that in a high-growth environment, the quality of hires is the single most important lever for success. This is a foundational leadership hire, responsible for evolving the recruiting function into a proactive, data-driven machine. Partnering with recruiters and the HRBP function, you will design sourcing strategies, interview frameworks, and candidate experiences that define the company's brand perception. Your mission is to ensure that as the company scales, it not only grows headcount but also raises its talent bar.

Requirements

Experience: 8-10+ years of full-cycle recruiting experience, with at least 3+ years leading a talent team or "vibe-checking" high-growth teams in a SaaS or Tech environment.
Tech Enablement Expert: You don't just use an ATS; you master it. You know how to leverage technology and AI workflows to speed up the "downselect" without losing the human touch.
Relationship Architect: You have a "sixth sense" for talent and the ability to influence senior leaders on hiring decisions through a blend of intuition and data.
Agile Mindset: You are energized by the "beautiful chaos" of a startup. You can pivot from a strategy meeting to a sourcing sprint without missing a beat.
Equity & Inclusion: You don't view DE&I as a checklist, but as a core requirement for building a resilient, innovative company.
Mission-Obsessed: You are genuinely excited about Inspiren's impact and can translate that passion into a compelling narrative that wins over passive candidates.

Responsibilities

Build the Recruiting Playbook: Enhance the end-to-end talent acquisition framework, defining the "standard of excellence" for sourcing, interviewing, and closing top-tier talent.
Elevate HM Partnerships: Coach the recruiting team to lead with influence and authority, defining and upholding "Service Level Agreements" (SLAs) for hiring managers, and acting as the primary escalation point to resolve friction and ensure the business remains an active, accountable partner in the hiring process.
Optimize the Pipeline: Own the recruiting tech stack and ecosystem, auditing pipeline practices, automating "busy work," and ensuring a high-velocity funnel.
Employer Branding: Lead the charge on telling Inspiren's story, ensuring its mission and culture are reflected at every touchpoint, from initial outreach to the final offer letter.
Data-Driven Leadership: Use recruiting analytics (time-to-hire, pass-through rates, source of hire) to identify friction points and drive continuous improvement in the process.
Candidate Experience: Ensure every applicant - whether hired or not - leaves their interaction feeling respected and inspired, championing a candidate first philosophy.
Talent Scouting: Directly manage the full-cycle recruitment for high-impact leadership roles while mentoring a growing team of recruiters and coordinators.