Director Talent Acquisition
$120k - $140k
Expert
Salt Lake City, UT, USA+22 moreMore locations: Boston, MA, USA | Seattle, WA, USA | Washington, DC, USA | Austin, TX, USA | Detroit, MI, USA | Los Angeles, CA, USA | Tampa, FL, USA | San Jose, CA, USA | Miami, FL, USA | Providence, RI, USA | Oakland, CA, USA | Dallas, TX, USA | Philadelphia, PA, USA | Chicago, IL, USA | Charlotte, NC, USA | Pittsburgh, PA, USA | New York, NY, USA | Phoenix, AZ, USA | Jacksonville, FL, USA | Wilmington, DE, USA | Atlanta, GA, USA | Baltimore, MD, USA
Hybrid
People & HRGeneralist Recruiting
About the job
Requirements
- At least 7 years of progressive talent acquisition experience and at least 5 years of leadership and management responsibility.
- Demonstrated success developing and executing talent acquisition strategies across multiple business functions and geographies.
- Experience leading recruiting teams and influencing senior leaders and executives.
- Strong workforce planning, talent analytics, and recruiting operations experience.
- Experience managing both permanent and contingent workforce hiring strategies.
- Experience building and enhancing employer branding and talent attraction initiatives.
- Strong business acumen and ability to align talent strategies with organizational objectives.
- Experience leveraging data, technology, and automation to improve recruiting outcomes.
- Familiarity with applicant tracking systems is required.
- Passion for working with young adults and commitment to the mission and values of Year Up United.
- Understanding of the Opportunity Divide and its drivers.
Responsibilities
- Develop and execute a comprehensive talent acquisition strategy aligned with organizational growth and impact goals and workforce needs.
- Serve as a trusted advisor to executive leadership on talent market trends, workforce planning, talent availability, organizational design, and hiring strategy.
- Lead the design and continuous improvement of enterprise recruiting programs, processes, tools, and operating models.
- Partner with business leaders to anticipate future talent needs and develop proactive workforce strategies.
- Establish and monitor talent acquisition goals, functional and organizational goals, and performance metrics to drive accountability and results.
- Lead and develop scalable approaches for permanent and contingent workforce planning.
- Champion equitable hiring practices and strategies that support diverse and inclusive talent pipelines.
- Direct recruitment for senior leadership positions and personally manage a requisition portfolio as needed.
- Consult with senior leaders, in partnership with the Employee Success Team, to determine optimal workforce solutions, including permanent hiring, contingent labor, consultants, project-based resources, and internal mobility opportunities.
- Partner with Finance, HR, Procurement, and business leaders to align hiring strategies and processes with budgets, organizational priorities, and workforce plans.
- Provide recommendations based on labor market intelligence, compensation trends, talent availability, and competitive hiring practices.
- Support talent review discussions related to workforce gaps, succession planning, and strategic hiring initiatives.
- Establish and optimize recruiting operations, processes, governance, and service delivery models.
- Leverage recruiting data and talent analytics to identify trends, improve effectiveness, and inform strategic decision-making.
- Evaluate, pilot, and implement AI-enabled recruiting technologies and automation solutions that improve talent sourcing, screening, candidate engagement, and operational efficiency while ensuring ethical and equitable use.
- Drive continuous improvement initiatives that simplify workflows, reduce time to fill, improve quality of hire, and elevate the candidate experience.
- Partner with People Operations, HRIS, and technology teams to maximize use of Workday, applicant tracking platforms, reporting tools, and emerging talent technologies.
- Partner with Marketing and Communications leaders to strengthen the organization's employer brand and talent value proposition.
- Develop sourcing strategies that attract diverse, mission-aligned talent across multiple functions and geographies.
- Cultivate strategic relationships with external talent communities, search firms, staffing partners, educational institutions, and professional organizations.
- Ensure consistent messaging and candidate experiences across recruiting channels.
- Lead, coach, and develop Talent Acquisition team members; foster a high-performance and customer-focused culture.
- Establish clear goals, performance expectations, and development opportunities for recruiters and talent partners.
- Create knowledge-sharing practices, hiring manager education programs, and recruiter capability-building initiatives.
- Serve as a key leader within the broader HR and Talent function.
- Serve as the organizational subject matter expert on talent acquisition strategy, workforce planning, recruiting operations, and contingent workforce management.
- Influence cross-functional initiatives that support organizational growth, efficiency, and talent outcomes.
- Ensure compliance with employment laws, hiring policies, and organizational standards.
- Establish governance and best practices across recruiting activities and external vendor partnerships.
- Provide direct service to students, including joint coaching, mentoring, and tutoring.
- Coach or mentor a small number of current students.
- Participate in or facilitate weekly group sessions with students.
- Attend staff meetings and trainings.
Desired Qualifications
- Experience evaluating, implementing, and optimizing AI-powered recruiting technologies and talent intelligence platforms.
- Workday experience.
About the company
Year Up runs a one-year training program that combines six months of classroom-style skills training with a six-month internship at more than 250 partner companies. Students choose from five tracks: Financial Operations, Information Technology, Business Operations, Software Development, and Sales & Customer Support. The program is designed to meet workforce needs by giving students practical skills and real work experience, so they graduate ready to start a career. It works by enrolling students, delivering focused training, and pairing them with internships through corporate partners to provide hands-on learning. Compared to other programs, it emphasizes structured paid internships and a track-based curriculum across many cities, with a mission to close the skills gap for young adults. Its goal is to help thousands of young people become career-ready and enter the workforce.
Company Size
1,001-5,000
Company Stage
Grant
Total Funding
$10.6M
Headquarters
Boston, Massachusetts
Founded
2000
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Simplify's Take
What believers are saying
- Boston's $4.7 million life-sciences initiative extends Year Up into a high-wage sector.
- 2025 Hall of Fame inductees like Walmart, Merck, and Morgan Stanley validate brand strength.
- Serving 50,000 students and 1,500 companies gives scale competitors cannot match quickly.
What critics are saying
- Employer dependence is brutal; if partner hiring slows, internship slots disappear quickly.
- 2025 grants receivable include $18.3 million outstanding, exposing Year Up to donor timing risk.
- A failed CEO transition after Ellen McClain and Susan Murray changes weakens execution and fundraising.
What makes Year Up United unique
- Year Up United places students into internships at 250-plus employers, including Apple and Microsoft.
- The 2026 partner roster spans finance, tech, healthcare, and public-sector employers nationwide.
- Its 2025 financials show $72.3 million program fees, proving employer-pays demand.
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Benefits
- Health Insurance
- Dental Insurance
- 401(k) Company Match
- Paid Vacation
- Hybrid Work Options