Director, Talent Acquisition

Salary Range: 197000 to 236500 (Currency: USD) (Pay period: per-year-salary)

Responsibilities

Leadership & Team Management
• Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture.
• Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities.
• Set performance standards, accountability frameworks, and leadership norms across the TA organization.
• Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health.
 
Strategic Talent Acquisition
• Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans.
• Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability.
• Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making.
• Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth.
• Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition.
• Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations.
• Enable and govern internal mobility to support retention, engagement, and capability development.
 
Recruiting Operations & Process Excellence
• Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization.
• Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close.
• Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal.
• Establish and scale best practices that support both speed and quality while managing risk.
• Ensure recruiting practices align with legal and regulatory requirements.
• Strengthen referral strategy and performance through cross-functional partnership and organizational engagement.
 
Data, Insights & Forecasting
• Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities.
• Establish success metrics tied to business impact, risk mitigation, and long-term capability.
• Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency.
• Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability.
 
TA Tools, Systems & Technology
• Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making.
• Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting.
 
Employer Branding
• Partner with Employer Brand and Marketing teams to strengthen Hinge’s talent market positioning and ensure consistent, authentic messaging across channels.
 
Stakeholder Management & Communication
• Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations.
• Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams.
 

What We're Looking For

• 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope.
• 5+ years of people leadership experience, including leading leaders or managing managers.
• Proven ability to operate as a strategic partner to executive leadership.
• Demonstrated success in workforce planning, forecasting, and data-driven decision-making.
• Strong track record of building scalable TA organizations and driving operational excellence.
• Deep understanding of competitive talent markets, especially within consumer tech.
• High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs.
• Strong emotional intelligence—empathetic listener who builds psychological safety and coaches others through change. 
• Excellent communication skills, with the ability to influence executives and cross-functional partners.