Director Of Talent Acquisition Jobs

About The Position

Requirements

• 10+ years of progressive Talent Acquisition experience, including significant technical and professional recruiting responsibility in complex, growth-oriented environments.
• 5+ years of experience leading, coaching, and developing recruiting teams or enterprise recruiting functions.
• Demonstrated experience developing recruiting strategies, improving recruiting operations, and supporting organizational growth at scale.
• Strong knowledge of full-cycle recruiting, sourcing, applicant tracking systems, recruiting analytics, selection practices, and hiring-process governance.
• Experience supporting defense, aerospace, government contracting, advanced engineering, manufacturing, or similarly complex technical environments.
• Demonstrated ability to partner with senior executives, P&L leaders, hiring managers, and cross-functional stakeholders while maintaining a practical, business-oriented approach.
• Strong analytical, communication, problem-solving, relationship-management, and change-management skills.
• Experience using recruiting metrics, labor-market data, and workforce insights to improve decision-making and business outcomes.
• Bachelor's degree in Human Resources, Business Administration, Management, or a related field required.
• U.S. citizenship required.
• Must be able to obtain and maintain a security clearance as business needs require.
• Employment is contingent upon successful completion of background check, security investigation, and drug screening requirements.

Nice To Haves

• Experience supporting recruiting operations within a midsized defense contractor or other private-equity-backed growth company.
• Experience with mergers, acquisitions, workforce transitions, and integration of recruiting teams, systems, and processes.
• Experience with cleared recruiting, contract capture, proposal staffing, and specialized engineering or manufacturing recruitment.
• Experience with recruiting budgets, vendor management, workforce planning, automation, AI-enabled workflows, and technology transformation.
• Experience with Deltek Costpoint, Workday, or comparable ATS/HRIS platforms and recruiting analytics tools.
• Advanced degree and/or SHRM-SCP, SPHR, or related certification preferred.

Responsibilities

• Develop and execute an enterprise Talent Acquisition strategy aligned with business priorities, government contracts, technical programs, acquisition activity, and anticipated workforce growth.
• Partner with the CPO, business leaders, Business Development, Capture, Finance, and Operations to forecast workforce needs, evaluate contract opportunities, and establish recruiting priorities.
• Provide labor-market intelligence, compensation insights, talent-availability assessments, and sourcing recommendations to inform workforce planning and hiring decisions.
• Identify critical skill gaps and build proactive talent pipelines for priority engineering, technical, manufacturing, cleared, and leadership roles.
• Lead, coach, and develop the Talent Acquisition team; establish service standards, operating rhythms, accountability, and a strong candidate and hiring-manager experience.
• Assess team capabilities, requisition workloads, and resource allocation to align recruiting delivery with business priorities and capacity.
• Personally lead or support selected executive, specialized, high-impact, or difficult-to-fill searches as needed.
• Partner with hiring managers to strengthen intake, selection, interview, decision, and offer practices and improve hiring quality and speed.
• Assess and integrate recruiting practices, systems, workflows, and resources across Falcata and acquired businesses, setting scalable enterprise standards while allowing appropriate business-specific variation.
• Optimize applicant tracking systems, sourcing platforms, reporting capabilities, automation, and responsible AI-enabled recruiting workflows with appropriate governance and human oversight.
• Establish consistent recruiting processes, documentation, controls, and service levels that support compliance, audit readiness, and efficient hiring execution.
• Manage external recruiting vendors and agencies, evaluating performance, cost, quality, and appropriate use of external support.
• Develop recruiting strategies for specialized engineering, technical, manufacturing, production, and cleared roles, including RF, radar, sensing, guidance, navigation, embedded software, and systems engineering.
• Support recruiting across research and development, production operations, government programs, customer-site environments, and other mission-critical workforce segments.
• Build relationships with universities, technical associations, veteran communities, professional networks, and specialized talent sources to strengthen long-term pipelines.
• Partner with Security, Legal, HR, and business leaders to address citizenship, clearance, export-control, contract-specific, and other hiring requirements.
• Establish recruiting metrics for quality of hire, workforce readiness, retention, time-to-fill, requisition aging, offer acceptance, source effectiveness, pipeline conversion, cost, and team capacity.
• Use recruiting data and workforce insights to identify bottlenecks, improve processes, prioritize resources, and provide executives visibility into hiring performance and risks.
• Partner with HR and business leaders to assess new-hire effectiveness and identify opportunities to improve selection, onboarding, and early retention.
• Develop recruiting budgets, staffing plans, vendor strategies, and technology priorities aligned with enterprise growth and value-creation objectives.
• Advise the CPO, executive leadership, hiring managers, and business leaders on talent-market conditions, workforce risks, and recruiting strategy.
• Partner with Marketing and Communications to strengthen Falcata's employer brand, employee value proposition, and external talent messaging.
• Promote fair, consistent, evidence-based recruiting practices that comply with applicable employment laws, federal-contractor requirements, company policies, and internal governance standards.
• Support M&A diligence, Day 1 readiness, and integration by assessing recruiting capability, critical talent needs, systems, pipelines, vendors, and workforce risks of acquired businesses.
• Build a high-performing Talent Acquisition organization with clear priorities, role accountability, talent development, succession depth, urgency, and continuous-improvement discipline.
• Develop practical playbooks, dashboards, governance routines, and escalation paths to improve hiring speed, quality, consistency, and manager accountability.
• Partner with HR Business Partners, Total Rewards, HRIS, Talent Development, and business leaders to connect recruiting with workforce planning, career development, retention, and broader People priorities.
• Prepare Talent Acquisition to support current programs and future growth, including multiple acquisitions and rapid workforce expansion.

Benefits

• Competitive salary and comprehensive benefits package.
• Retirement programs.
• Flexible work schedules.
• Tuition reimbursement.
• Paid leave.
• Other benefits subject to applicable plan terms and company policy.