Director, Global Talent Acquisition

Description

Onwards Together!

The company is the leader in ransomware and breach containment, redefining how organizations contain cyberattacks and enable operational resilience. Powered by the the company AI Security Graph, our breach containment platform identifies and contains threats across hybrid multi-cloud environments – stopping the spread of attacks before they become disasters.

Recognized as a Leader in the Forrester Wave for Microsegmentation, the company enables Zero Trust, strengthening cyber resilience for the infrastructure, systems, and organizations that keep the world running.

Conditions

This role is based at the company's Sunnyvale, California headquarters and requires four days on site each week.

Our Team Vision:

Global Talent Acquisition is building a disciplined, data-driven talent engine that helps the company hire exceptional people with speed, quality, consistency, and care. We translate business priorities into hiring outcomes, create a candidate experience that reflects our values, and build the operating foundation required to scale globally.

We are evolving Talent Acquisition into an AI-enabled, intelligence-led function. Our goal is to use technology to remove routine work and surface better insight while preserving human ownership of relationships, assessment, and consequential hiring decisions.

Your Impact:

Reporting to the leader of Global Talent Acquisition, you will be the architect and product owner of the company's AI-native Talent Acquisition Operating System: the connected operating model, workflows, technology, intelligence, controls, and learning loops that power global hiring. You will lead a distributed team of five contractors and partner across People, Finance, IT, Security, Privacy, Legal, Procurement, Communications, and the business.

Define and deliver a multi-year Talent Acquisition operations, programs, and transformation strategy aligned with the company's global hiring priorities.

Design the global operating model, including ownership, decision rights, service standards, governance, business rhythms, and clear handoffs across recruiting, People Operations, IT, Workplaces and other key stakeholders and regions.

Architect the company's AI-native Talent Acquisition Operating System, connecting Ashby and other approved tools into governed end-to-end workflows.

Redesign work across the recruiting lifecycle by deciding what to automate, augment, keep human-led, or eliminate, with clear measures for speed, quality, experience, capacity, and risk.

Own the portfolio and lifecycle of AI agents and automations, including the business case, accountable owner, approved data boundaries, human review, quality testing, impact measurement, and criteria to scale, modify, pause, or retire each capability.

Build the Talent Intelligence and knowledge layer, including market maps, search blueprints, calibration learning, source outcomes, and reusable role-family insights, so recruiting knowledge compounds over time.

Establish disciplined AI experimentation and governance with People Analytics, IT, Security, Privacy, and Legal partners while preserving human ownership of success definitions, assessment evidence, selection decisions, and candidate relationships.

Create decision-oriented executive reporting and operating reviews that synthesize hiring-plan risk, capacity, funnel health, aging requisitions, market signals, source effectiveness, candidate experience, quality, and cost.

Set the strategy and operating model for global early career and university recruiting, including workforce demand, partnerships, events, selection, intern and new-graduate experience, and conversion outcomes.

Lead a portfolio of global Talent Acquisition programs such as interviewer enablement, candidate experience, talent communities, referrals, compliance, vendor management, and recruiting-team effectiveness.

Lead, coach, and create accountability for a distributed global team

Own portfolio governance, budget priorities, vendor strategy, and the longer-term organization and resourcing plan for Talent Acquisition operations and programs.

Lead the people side of transformation through role-based enablement, champions, office hours, release communications, open learning from failures, and new capability expectations for recruiters and Talent Acquisition Operations.

Your Toolkit:

The strongest candidates will bring a combination of operating depth, transformation leadership, and sound judgment. If this role excites you and your experience does not match every point, we still encourage you to apply.

Twelve or more years of progressive experience in Talent Acquisition operations, recruiting programs, People Operations, or a closely related field, including significant leadership of complex global work.

A record of building or scaling Talent Acquisition operations in a fast-moving technology, SaaS, cybersecurity, or similarly complex global environment.

Experience architecting AI-enabled operating models or enterprise workflow transformation, including agent or automation portfolios, experimentation, governance, adoption, and measurement.

The ability to translate operating problems into workflow, technology, and data requirements; engineering depth is not required.

Deep working knowledge of recruiting systems, process design, data governance, analytics, dashboards, and executive reporting; experience with Ashby or a comparable applicant tracking platform is valuable.

Sound judgment about privacy, security, fairness, data boundaries, and where technology improves outcomes versus where human ownership must remain central.

Experience building early career, internship, university recruiting, or other enterprise talent programs with clear business outcomes and measurable return on investment.

Strong program and portfolio management skills, including prioritization, implementation, change leadership, vendor management, budgeting, risk management, and continuous improvement.

Demonstrated success leading distributed employees and contingent professionals, designing organizations, setting functional priorities, and building capability and accountability through change.

Executive presence, business and financial acumen, high integrity, and the ability to influence senior leaders and make sound decisions with incomplete information.

Benefits

• The company offers eligible team members a broad benefits package. Programs vary by location and may include medical, dental, and vision coverage; health and dependent savings accounts; life and disability programs; paid parental leave; wellness programs; retirement savings; equity opportunities; paid time off; paid holidays; and employee incentive programs.
• Our Culture:
• Illumineers bring curiosity, ownership, and different perspectives to work that matters. We collaborate across functions, support one another's growth, and expect leaders to create clarity while giving talented people room to do their best work.
• Customer First Always: We focus on outcomes that protect our customers and help them succeed.
• Relentless Execution: We act with urgency, make thoughtful tradeoffs, and follow through with focus and determination.
• Onwards Together: We put the company and the team before self, share context, learn openly, and move forward together.
• Recruiting Safety:
• LI-OM1 LI-ONSITE
• Our Commitment
• The company believes that an environment of unique backgrounds, experiences, viewpoints, and individual contributions creates a culture of belonging, drives our future, and makes us stronger together in support of our customers and their success.
• For roles in San Francisco and Los Angeles: Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, the company will consider for employment qualified applicants with arrest and conviction records.