Director, Talent Acquisition

Description

The company is the company, a semiconductor firm focused on precision timing. It develops MEMS-based timing devices, which it says are more accurate, smaller and more resilient than quartz. The devices serve more than 400 applications, including AI datacenters, automated driving, industrial and humanoid robots, wearables and IoT. The company reports over 4 billion devices shipped.

This role leads the talent acquisition function from the ground up. You will own the TA strategy across team, process, employer brand and data, and help shape the technology roadmap. You will advise the executive team directly and work closely with Engineering, Business Units, Sales and G&A leaders, who are your main hiring partners.

Responsibilities

• Design and launch a scalable TA function, covering team structure, recruiter-to-hire ratios, sourcing, coordination and recruiting operations.
• Hire, grow and manage a strong team of recruiters, sourcers and coordinators.
• Lead hiring for hard-to-fill technical roles in MEMS, analog and mixed-signal design, clocking and timing ICs, verification, firmware, systems and software.
• Focus on hiring commercial and operating leaders for Sales, Business Unit General Managers and G&A (Finance, Legal, IT and HR), as the company works toward $1 billion in revenue.
• Run confidential VP and C-level searches, manage retained search firms and give executive candidates a high-touch process.
• Build proactive pipelines and talent maps across semiconductor and adjacent tech, including senior individual contributors and future executives.
• Build the employer brand so the company becomes the first choice for top engineers and business leaders in the industry.
• Create and build the Global University Talent Program to bring in next-generation talent.
• Advise the executive team on workforce planning and talent market conditions.
• Work with Executive Leadership to set the annual headcount plan, break it into quarterly hiring targets by function, and flag plan risks early with mitigation options.
• Build and maintain a real-time hiring dashboard and a regular reporting schedule so each leader can see open roles, pipeline health, offers and starts.
• Set up a regular working rhythm with engineering leaders covering joint hiring plans, calibrated role profiles, structured interview loops and pipeline reviews.
• Work with HR and engineering leaders to onboard and retain talent from the Renesas timing acquisition, and extend recruiting across the global footprint.
• Track TA performance on time to fill, quality of hire, offer acceptance, pipeline diversity, cost per hire and hiring manager satisfaction.
• Keep the candidate experience high-touch from first contact through start date.
• Work with Total Rewards on competitive offers, including equity, and with Legal on immigration and global hiring compliance.

Requirements

• At least 12 years in talent acquisition, including at least 5 years leading recruiting teams at a high-growth technology company.
• A record of building or rebuilding a TA function during rapid growth, scaling hiring volume at least 2x while raising the quality bar.
• Deep experience recruiting senior engineers, and a proven record leading VP and C-level searches and hiring sales leaders, Business Unit GMs and G&A executives.
• Semiconductor, hardware or deep-tech experience is strongly preferred.
• Credibility with C-suite and engineering leaders, with the judgment to challenge decisions and the influence to change how hiring gets done.
• Public-company experience, including headcount planning against financial targets and board-level reporting.
• Working knowledge of modern TA technology, data and AI-enabled recruiting tools.
• Experience hiring across multiple geographies and managing visa and immigration processes.
• A bias for action, comfort with ambiguity, and a track record of developing recruiting talent.
• Bachelor's degree or equivalent experience.
• Year one success looks like: a fully staffed TA team with clear roles, capacity models and a scalable operating rhythm; an engineering hiring partnership with agreed role profiles, structured interviews and weekly pipeline reviews; the annual hiring plan delivered on time, with measurable gains in time to fill, offer acceptance and quality of hire; a modernized TA tech stack and an executive dashboard that leadership uses for decisions; and a recognizable employer brand in the semiconductor talent market.

Conditions

Base salary range: $179,280 - $256,370 USD. The final offer depends on location, experience, education and training.

Equal opportunity employer.

Benefits

• Quarterly bonus tied to achieving innovation goals, in addition to base salary.
• Equity grants.
• 401k plan.
• Health and wellness coverage including medical, dental, vision and life insurance, plus parental leave, legal services and time off plans.