director talent acquisition

Hinge

<div>
 
 
 Hinge is the dating app designed to be deleted
 
 
 
 
 
 
 
 In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we&rsquo;re on a mission to inspire intimate connection to create a less lonely world. We&rsquo;re obsessed with understanding our users&rsquo; behaviors to help them find love, and our success is defined by one simple metric&ndash; setting up great dates. With millions of users across the globe, we&rsquo;ve become the most trusted way to find a relationship, for all.
 
 
 
 
 
 
 
 About the Role
 
 
 
 
 
 
 We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact.
 
 
 
 
 
 The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge&rsquo;s ability to attract, assess, and hire top talent in a competitive market.
 
 
 
 
 
 
 
 
 
 Responsibilities
 
 <li>
 Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture
 </li>
 <li>
 Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities
 </li>
 <li>
 Set performance standards, accountability frameworks, and leadership norms across the TA organization
 </li>
 <li>
 Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health
 
 </li>
 
 Strategic Talent Acquisition
 
 <li>
 Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans
 </li>
 <li>
 Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability
 </li>
 <li>
 Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making
 </li>
 <li>
 Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth
 </li>
 <li>
 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
 </li>
 <li>
 Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations
 </li>
 <li>
 Enable and govern internal mobility to support retention, engagement, and capability development
 
 </li>
 
 Recruiting Operations &amp; Process Excellence
 
 <li>
 Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization
 </li>
 <li>
 Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close
 </li>
 <li>
 Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal
 </li>
 <li>
 Establish and scale best practices that support both speed and quality while managing risk
 </li>
 <li>
 Ensure recruiting practices align with legal and regulatory requirements
 </li>
 <li>
 Strengthen referral strategy and performance through cross-functional partnership and organizational engagement
 
 </li>
 
 Data, Insights &amp; Forecasting
 
 <li>
 Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities
 </li>
 <li>
 Establish success metrics tied to business impact, risk mitigation, and long-term capability
 </li>
 <li>
 Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency
 </li>
 <li>
 Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability
 
 </li>
 
 TA Tools, Systems &amp; Technology
 
 <li>
 Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making
 </li>
 <li>
 Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting
 
 </li>
 
 Employer Branding
 
 <li>
 Partner with Employer Brand and Marketing teams to strengthen Hinge&rsquo;s talent market positioning and ensure consistent, authentic messaging across channels
 
 </li>
 
 Stakeholder Management &amp; Communication
 
 <li>
 Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations
 </li>
 <li>
 Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams
 
 </li>
 
 
 
 
 What We're Looking For
 
 <li>
 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope
 </li>
 <li>
 5+ years of people leadership experience, including leading leaders or managing managers
 </li>
 <li>
 Proven ability to operate as a strategic partner to executive leadership
 </li>
 <li>
 Demonstrated success in workforce planning, forecasting, and data-driven decision-making
 </li>
 <li>
 Strong track record of building scalable TA organizations and driving operational excellence
 </li>
 <li>
 Deep understanding of competitive talent markets, especially within consumer tech
 </li>
 <li>
 High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs
 </li>
 <li>
 Strong emotional intelligence&mdash;empathetic listener who builds psychological safety and coaches others through change.&nbsp;
 </li>
 <li>
 Excellent communication skills, with the ability to influence executives and cross-functional partners
 </li>
 
 
 
 
 
 
 
 As a member of our team, you&rsquo;ll enjoy:
 
 
 
 
 
 
 
 401(k) Matching:
 
 
 We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
 
 
 
 
 
 
 
 Professional Growth:
 
 
 Get an annual Learning &amp; Development stipend once you&rsquo;ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
 
 
 
 
 
 
 
 Parental Leave &amp; Planning:
 
 
 When you become a new parent, you&rsquo;re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
 
 
 
 
 
 
 
 Fertility Support:
 
 
 You&rsquo;ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
 
 
 
 
 
 
 
 Date Stipend:
 
 
 All Hinge employees receive a $100 monthly stipend for epic dates&ndash; Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.
 
 
 
 
 
 
 
 ERGs:
 
 
 We have eight Employee Resource Groups (ERGs)&mdash;Asian, Unapologetic, Disability, LGBTQIA+, R
 
 
 aices
 
 
 , Women/Nonbinary, Parents &mdash;that hold regular meetings, host events, and provide dedicated support to the organization &amp; its community.
 
 
 
 
 
 
 
 At Hinge, our core values are&hellip;
 
 
 
 
 
 
 
 Authenticity:
 
 
 We share, never hide, our words, actions and intentions.
 
 
 
 
 
 
 
 Courage:
 
 
 We embrace lofty goals and tough challenges.
 
 
 
 
 
 
 
 Empathy:
 
 
 We deeply consider the perspective of others.
 
 
 
 
 
 
 
 Diversity inspires innovation
 
 
 
 
 
 
 
 Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
 
 
 
 
 
 
 
 
 If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know.
 
 
 
 
 
 
 
 
 #Hinge
 
 
 
 
 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
 
 
 
 
 Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.
 
</div>

Director, Talent Acquisition

Greenfield Global

Job Title: Director, Talent Acquisition
 Department: People & Culture
 Reporting to: Chief People & Enterprise Excellence Officer
 Location: Any Greenfield Global location (Global Scope)
 Employment Type: Full-Time, Permanent
 Vacancy Status: This position is vacant.
 
Greenfield is looking for a Director, Talent Acquisition to join our growing team.
 
Position Overview
 Greenfield Global is seeking a Director of Talent Acquisition to build and lead a modern, globally aligned talent acquisition function that supports our growth strategy.
 
This role will design and implement the global strategy, systems, and processes for all pre-hire talent activities, including Employer Branding, Talent Attraction, and Talent Acquisition. The Director will be responsible for ensuring Greenfield attracts, engages, and hires the talent needed to execute our business strategy across North America and Europe.
 
This is a build-mode leadership role. The current recruiting approach is decentralized and highly manual. The Director of Talent Acquisition will establish a globally consistent recruiting strategy supported by modern systems, clear workflows, and measurable outcomes. Experience in Change Management a plus as we bring the business along in the newly established mode of working.
 
This leader will own the entire pre-hire talent lifecycle and ensure a seamless handoff into onboarding once candidates become employees.
 
The Director will directly manage one dedicated Talent Acquisition professional and coordinate recruiting activities across the organization by leveraging site-level People & Culture generalists.
 This role requires a leader who is equally comfortable designing strategy, implementing technology-enabled processes, and driving operational excellence.
 
Who We Are: 
Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet.
 
Why Join Greenfield?
 
We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team.
 
Who You Are: 
<ul>
<li>Strategic thinker with strong operational execution.</li>
<li>Ability to influence leaders and drive alignment across a distributed organization.</li>
<li>Skilled in process design, workflow development, and operational improvement.</li>
<li>Strong analytical and data-driven decision-making skills.</li>
<li>Bilingual - English & French is a plus</li>
</ul>
Your Experience Should Include
 
<ul>
<li>8–12+ years of progressive experience in talent acquisition or recruiting leadership.</li>
<li>Demonstrated experience designing or transforming a scalable recruiting function.</li>
<li>Experience recruiting within industrial, manufacturing, or technical environments strongly preferred.</li>
<li>Experience supporting multi-site or international hiring. Greenfield is located in the United States, eastern Canada and Ireland.</li>
<li>Expert-level proficiency with Dayforce HRIS, particularly recruiting workflows and reporting.</li>
<li>Experience implementing or optimizing recruiting technology platforms.</li>
<li>Strong understanding of modern sourcing tools, recruiting automation, and candidate experience technologies.</li>
</ul>
Job Responsibilities: 
Talent Acquisition Strategy
 <ul>
<li>Design and implement a global talent acquisition strategy aligned with Greenfield’s workforce growth plans.</li>
<li>Establish consistent recruiting processes and standards across all business units and geographies.</li>
<li>Build a scalable recruiting model capable of supporting approximately 120–150 hires annually worldwide.</li>
<li>Develop recruiting playbooks, workflows, and accountability structures for hiring managers and HR partners.</li>
<li>Drive alignment across regions and ensure consistent execution of the recruiting strategy globally.</li>
</ul>
Employer Branding & Talent Attraction
 <ul>
<li>Lead the development and execution of Greenfield’s Employer Value Proposition (EVP).</li>
<li>Oversee the design and ongoing management of the company’s external careers site.</li>
<li>Develop targeted talent attraction strategies for critical roles and talent segments.</li>
<li>Build talent pipelines for key positions and strategic capabilities.</li>
<li>Leverage social media, professional networks, and industry partnerships to strengthen Greenfield’s employer brand.</li>
</ul>
Talent Acquisition Operations
 <ul>
<li>Manage the full recruiting lifecycle and carry their own req load including:</li>
<li>job intake</li>
<li>sourcing</li>
<li>candidate screening</li>
<li>interview coordination</li>
<li>offer development</li>
<li>candidate communication</li>
<li>Implement consistent hiring processes that deliver an excellent candidate experience.</li>
<li>Ensure smooth handoffs to the onboarding process once candidates are hired.</li>
</ul>
Technology & Systems
 <ul>
<li>Serve as the global owner of the recruiting technology stack, Greenfield uses Dayforce, expert-level capabilities there are a plus.</li>
<li>Design recruiting workflows within the HRIS to automate processes and improve visibility.</li>
<li>Optimize the use of recruiting tools, candidate relationship management, and sourcing platforms.</li>
<li>Ensure recruiting data integrity and reporting accuracy.</li>
</ul>
Global Collaboration
 <ul>
<li>Partner closely with site level People & Culture teams supporting local recruiting activities.</li>
<li>Provide tools, training, and guidance that enable consistent recruiting execution globally.</li>
<li>Support hiring managers in building strong, effective interview processes and selection decisions.</li>
</ul>
Metrics & Reporting
 <ul>
<li>Establish and manage the global recruiting dashboard. Including</li>
<li>time to fill</li>
<li>time to hire</li>
<li>candidate pipeline health</li>
<li>cost per hire</li>
<li>offer acceptance rate</li>
<li>hiring manager satisfaction</li>
<li>quality of hire</li>
<li>diversity of candidate pipeline</li>
<li>Deliver regular recruiting performance insights to executive leadership.</li>
</ul>
Leadership Responsibilities
 <ul>
<li>Lead and develop one direct report in Talent Acquisition.</li>
<li>Build strong relationships with hiring managers and business leaders.</li>
<li>Serve as a thought partner to leadership on workforce planning and talent strategy.</li>
<li>Promote a culture of continuous improvement and operational excellence in recruiting.</li>
</ul>
Success in This Role
 
Success will be defined by the ability to: 
<ul>
<li>Establish a globally consistent recruiting system from Employer Branding to Onboarding</li>
<li>Improve hiring speed and candidate quality</li>
<li>Strengthen Greenfield’s employer brand</li>
<li>Deliver clear recruiting insights to leadership</li>
<li>Build a scalable talent acquisition function that supports company growth</li>
</ul>
Total Compensation & Care: 
<ul>
<li>Base salary dependent on experience and demonstrated performance</li>
<li>Formal and informal training opportunities</li>
<li>Comprehensive health and dental benefits</li>
<li>Income protection: short- and long-term disability coverage, life insurance, paid personal sick time</li>
<li>Vacation time exceeding industry standards</li>
<li>Company funded retirement savings program with individual contribution opportunities</li>
<li>Meaningful and challenging work</li>
<li>Curated intentional culture focused on growth and development, engagement, and communication</li>
</ul>
About Us
 We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction.
 
Core Principles
 <ul>
<li>Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers.</li>
<li>Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements.</li>
<li>Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals.</li>
<li>Agility: Our team is not only fast, we has the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions.</li>
<li>Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards.</li>
</ul>
At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.

Confidential

<div>
 
 The
 
 Director of Talent Acquisition
 
 will serve as a hands-on senior recruiter responsible for delivering high-impact hiring across the organization. This role will personally lead and execute executive, leadership, and mission-critical searches across the United States, partnering closely with senior leadership to build teams that support the company&rsquo;s continued growth and innovation within a global telecommunications and technology-driven manufacturing environment.
 
 
 
 
 
 This position is designed for a player-coach who thrives in direct recruiting execution while helping shape the broader talent strategy.
 
 
 
 
 
 
 Hands-On Leadership Recruiting
 
 
 <ul>
 <li>
 Lead full lifecycle recruitment for leadership and highly specialized roles across commercial, technical, operations, manufacturing, and corporate functions.
 </li>
 <li>
 Personally manage and execute critical searches from market mapping through offer negotiation.
 </li>
 <li>
 Build and maintain strong pipelines of senior and hard-to-find talent.
 </li>
 <li>
 Partner directly with executive leadership to understand hiring needs, define role requirements, and deliver top-tier talent.
 </li>
 </ul>
 
 
 Strategic Talent Partnership
 
 
 <ul>
 <li>
 Serve as a trusted advisor to leaders on talent market trends, competitive compensation, and hiring strategy.
 </li>
 <li>
 Develop targeted sourcing strategies for high-impact and difficult-to-fill roles.
 </li>
 <li>
 Support workforce planning and leadership succession initiatives.
 </li>
 <li>
 Build proactive pipelines for future leadership and technical needs.
 </li>
 </ul>
 
 
 Candidate Experience
 
 
 <ul>
 <li>
 Conduct candidate outreach, screening, and evaluation.
 </li>
 <li>
 Lead structured interview processes and provide clear hiring recommendations.
 </li>
 <li>
 Manage offer development, negotiation, and closing strategies.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 10+ years of progressive recruiting experience, including leadership or executive-level hiring.
 </li>
 <li>
 Strong background recruiting within telecom, manufacturing, technology, or engineering-driven organizations.
 </li>
 <li>
 Demonstrated success executing complex searches for senior leadership and specialized technical roles.
 </li>
 <li>
 Proven ability to operate as a hands-on recruiter while influencing senior business leaders.
 </li>
 <li>
 Strong sourcing, market mapping, and candidate engagement capabilities.
 </li>
 <li>
 Excellent communication, stakeholder management, and negotiation skills.
 </li>
 <li>
 25% travel, or as needed.
 </li>
 </ul>
 
 
 What Success Looks Like
 
 
 <ul>
 <li>
 Critical leadership roles filled quickly with high-caliber talent.
 </li>
 <li>
 Strong partnerships with executive leadership.
 </li>
 <li>
 Deep pipelines of specialized telecom and manufacturing talent across the U.S.
 </li>
 <li>
 A recruiting function known for speed, quality, and strategic impact.
 </li>
 </ul>
 
 
</div>

Director Talent Acquisition

GumGum

<div>
 GumGum is The Mindset Company&trade; transforming advertising. We&rsquo;re an advertising technology company delivering results by matching brands with people in the right mindset in the moments that matter. Our platform is powered by the Mindset Graph&trade;, our AI-driven data engine that processes billions of real-time contextual, creative, environmental, and historical signals to match every ad with the most receptive audience. The result is advertising that drives meaningful outcomes for advertisers and publishers, and is more relevant for consumers.
 
 
 We were founded in 2008 and are headquartered in Santa Monica, California, operating in over 19 markets across North America, Europe, Japan, and Australia.
 
 
 Our principles guide our work every day and are as follows:
 
 
 <ul>
 <li>
 Customer-Obsessed: We&rsquo;re focused on advertising solutions that solve needs and drive success for clients and partners.
 </li>
 <li>
 Make it Happen: We have a bias for action and take ownership to deliver results.
 </li>
 <li>
 Always Innovate: We push boundaries with creativity and technology.
 </li>
 <li>
 Foster Belonging: We ensure colleagues feel included, supported, and empowered to thrive.
 
 
 </li>
 </ul>
 To be a part of The Mindset Company&trade; transforming advertising, please visit www.gumgum.com/careers.
 
 
 GumGum is hiring a
 
 Director of Talent Acquisition
 
 to modernize and elevate our global TA function. This role reports directly to the Chief People Officer and serves as a core member of the GumGum People (HR) Leadership Team.
 
 
 Our recruiting engine is strong and dependable. As the business evolves, we&rsquo;re ready to elevate the function to be more strategic, metrics-driven, and commercially aligned. We are looking for a leader who will move the function from solid execution to disciplined, metrics-driven, commercially aligned talent acquisition.
 
 
 This is a true
 
 player-coach role
 
 . Approximately 50% of this role will be dedicated to personally leading high-priority searches, particularly within GTM and Sales. The remaining 50% will focus on building strategy, systems, capability, and performance discipline across the function.
 
 
 If you are looking for a purely strategic oversight role, this is not it.
 
 
 Note: GumGum fosters a flexible work environment, offering GumGummers the ability to work either in-office or remotely/from home. However, for occasional in-person collaboration, we kindly ask that this position be located within a 'commutable' distance to our office.
 
 
 
 What You'll Achieve
 
 
 
 <ul>
 <li>
 TA Strategy and Operating Model
 </li>
 <ul>
 <li>
 Design and evolve GumGum&rsquo;s global TA strategy aligned to business priorities and workforce planning
 </li>
 <li>
 Establish clear hiring prioritization frameworks in partnership with Sales, Technology, Customer Success, Operations, and executive leadership
 </li>
 <li>
 Move the function from reactive requisition fulfillment to proactive talent partnership
 </li>
 <li>
 Define where recruiting effort should be concentrated &mdash; and where it should not
 </li>
 <li>
 Ensure global consistency across the US, Canada, Mexico, UK, Germany, Belgium, Netherlands, France, Australia, and Japan
 </li>
 </ul>
 <li>
 Metrics, Reporting, and Accountability
 </li>
 <ul>
 <li>
 Build dashboards and reporting that drive decisions, not just visibility
 </li>
 <li>
 Use data to redirect effort and improve hiring outcomes
 </li>
 <li>
 Foster a culture of accountability within the TA team
 </li>
 <li>
 Provide clear, executive-ready insight to leadership
 </li>
 </ul>
 <li>
 Directing Recruiting and Execution
 </li>
 <ul>
 <li>
 Personally lead a portfolio of high-impact searches, particularly GTM and revenue-generating roles
 </li>
 <li>
 Partner credibly with Sales leadership on role definition, candidate calibration, and closing strategy
 </li>
 <li>
 Step into complex, sensitive, or Director+ searches when needed
 </li>
 <li>
 Model speed, rigor, and ownership in execution
 </li>
 </ul>
 <li>
 Team Leadership and Capability Building
 </li>
 <ul>
 <li>
 Lead and develop a lean global TA team
 </li>
 <li>
 Elevate the Talent Acquisition team members through coaching and performance expectations
 </li>
 <li>
 Fully leverage TA Operations to increase sourcing efficiency and process discipline
 </li>
 <li>
 Assess capability gaps and recommend thoughtful scaling decisions
 </li>
 <li>
 Set a high bar for professionalism, candidate experience, and hiring manager partnership
 </li>
 </ul>
 <li>
 Process and Technology Modernization
 </li>
 <ul>
 <li>
 Evaluate and improve recruiting workflows, systems, and automation
 </li>
 <li>
 Ensure TA is technically adept and leveraging tools effectively
 </li>
 <li>
 Assess external vendor usage and ensure strong ROI
 </li>
 <li>
 Continuously refine recruiting methodology to increase predictability and quality
 
 </li>
 </ul>
 </ul>
 
 Skills You'll Bring
 
 
 
 <ul>
 <li>
 10+ years of progressive Talent Acquisition experience
 </li>
 <li>
 Proven experience leading or rebuilding a TA function at Sr. Manager / Director level or equivalent
 </li>
 <li>
 Demonstrated ability to design and execute TA strategy in lean, high-expectation environments
 </li>
 <li>
 Strong GTM / Sales recruiting background; ad tech or adjacent tech experience strongly preferred
 </li>
 <li>
 Recent hands-on recruiting experience, including personally carrying and closing complex searches
 </li>
 <li>
 Experience building recruiting dashboards and using data to influence decisions
 </li>
 <li>
 Executive presence and the ability to challenge senior stakeholders constructively
 </li>
 <li>
 Willingness to flex working hours as needed to support global hiring
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 At GumGum, competitive base pay is a part of a total rewards package which also includes benefits, an emphasis on recognition, development, and wellness. The reasonable estimated base pay range for this role is from
 
 
 $173,000 - $201,500 annually.
 
 
 The actual amount may be higher or lower. Individual compensation will vary based on factors including, but not limited to, relevant qualifications, work location, and labor market conditions.
 
 
 The total rewards package offered also includes an employer-matched 401(k) retirement plan, and depending on the role, participation in a bonus, commission, or stock incentive program. Your recruiter can share more specifics during the hiring process. Learn more about our U.S. benefits &amp; perks package at gumgum.com/benefits.
 
 
 
 Awards
 
 
 
 <ul>
 <li>
 2025 &amp; 2026 Digiday Media Awards Europe Best Contextual Targeting Offering
 </li>
 <li>
 2025 AdExchanger Awards AI Innovators, Technology &amp; Service Provider, Finalist
 </li>
 <li>
 2025 MARKETECH APAC Marketing Technology Awards Silver Winner for Best Contextual Advertising Tech Platform
 </li>
 <li>
 2025 Inc. B2B Power Partner
 </li>
 <li>
 2025 ExchangeWire The Wires Global Best Client Services team winner (GumGum UK)
 </li>
 <li>
 2025 and 2026 BuiltIn Best U.S. Midsize Companies to Work For
 
 
 </li>
 </ul>
 
 DEIB and EEO Statement
 
 
 
 GumGum is proud to be an equal opportunity employer. We're committed to creating a workplace where people feel respected, supported, and able to do their best work. We believe different perspectives make us stronger and lead to better outcomes&mdash;for our teams, our partners, and our business. We strive to build an environment where individuals are treated fairly, opportunities are accessible, and everyone is held to a high standard of respect and accountability.
 
 
 We're always learning and evolving as a company, and we continue to take thoughtful steps to support our people and strengthen our culture.
 
 
 
 Follow Us on Social
 
 
 
 <ul>
 <li>
 Instagram: @gumgum
 </li>
 <li>
 LinkedIn: https://www.linkedin.com/company/gumgum/
 </li>
 <li>
 YouTube: @GumGumInc
 </li>
 <li>
 TikTok: @itsgumgum
 </li>
 </ul>
</div>

L'Oréal

Job Title - TA Director - Executive Search
 
Division: Talent Acquisition - HR
 
Location: New York
 
Reports To: VP TA USA
 
As our Director, Executive Search, you will act as a crucial internal partner, responsible for identifying and engaging the future leaders of L'Oréal across USA. Reporting directly to the VP of Talent Acquisition, you will operate as an in-house headhunter, proactively building talent pipelines for our most critical senior roles across all brands, divisions, and corporate functions.
 
This is not a traditional recruitment role; you will be a strategic advisor, mapping external markets and building relationships with top-tier, passive talent to ensure we are always one step ahead.
 <ul>
<li>Strategic Talent Mapping:  You will proactively identify, map, and analyze external talent pools, providing market intelligence and insights to senior leadership to inform succession planning and future organizational needs.</li>
<li>Executive Engagement:  Build and nurture authentic, long-term relationships with high-potential senior executives in the market, acting as a brand ambassador and a trusted point of contact.</li>
<li>C-Suite Partnership:  Serve as a consultative partner to our executive leadership team, understanding their strategic challenges and translating them into future-focused talent requirements.</li>
<li>Confidential Search Execution:  Lead discreet and speculative search mandates for senior-level positions, managing the entire engagement process from initial contact to cultivating interest, ensuring a world-class candidate experience.</li>
</ul>
We Are Looking For
 
You are a seasoned executive search professional, bringing deep expertise from a leading agency or a sophisticated in-house executive search function. You thrive on the thrill of the hunt and excel at building relationships based on trust and market insight.
 <ul>
<li>Executive Search Expertise:  Proven track record in a top-tier executive search firm or a comparable corporate environment, with deep experience managing complex, senior-level search assignments.</li>
<li>Advanced Sourcing & Research:  Mastery of sophisticated sourcing techniques to identify and engage passive, high-caliber candidates who are not actively looking for new opportunities.</li>
<li>C-Suite Stakeholder Management:  Exceptional ability to advise, influence, and build credibility with the most senior leaders within a global organization.</li>
<li>Market & Business Acumen:  A natural curiosity for business strategy and industry trends, with the ability to understand and anticipate future leadership needs.</li>
<li>Consultative Communication:  Outstanding interpersonal skills with the ability to communicate with discretion, professionalism, and impact.</li>
</ul>
What’s In It For You
 
<ul>
<li>A place for you to leave your comfort zone and grow beyond your potential (here, you’ll be encouraged to try new things and take risks!)</li>
<li>Real responsibility from day 1,there’sno sitting on the sidelines at L’Oréal</li>
<li>An environment where people of every ethnicity, social background, age, religion, gender and sexual orientation as well as people with disabilities are accepted, can speak up, will thrive and are celebrated!</li>
<li>A place where you can contribute to something bigger! Many of our brands have societal /environmental causes to make concrete difference</li>
</ul>
Who We Are
 
L’Oréal is present in 150 markets on five continents. For more than a century, L’Oréal has devoted itself solely to ‘Create beauty that moves the world’; it is now the industry world leader with €42 billion consolidated sales. Together, we solve complex challenges at scale, while making sure we stay committed to making the world a more inclusive and a better place for everyone & our planet.
 
Join our 2,000+ strong global HR community and contribute to making L’Oréal of the most inclusive, innovative and inspiring People Driven company. With us, you'll foster a culture of individual care and DEI, build a skills-based organization, leverage technology for impactful people experiences and enable the Group's transformations. Ready for global impact? Explore our diverse and unique career paths Talent Acquisition, Learning, Rewards, HR data, HR tech, Transformation, and more.
 
We’re committed to guaranteeing inclusive recruitment processes and to advocating for hiring and promoting each candidate in an ethical and equitable way. The Group strictly prohibits discrimination against any applicant for employment because of the individual’s gender identity or expression, sexual orientation, visible and/or invisible disabilities, socio-economic and/or multicultural origins, health conditions, age, religion, or any other characteristics protected by law.
 
QUALIFICATIONS: 
<ul>
<li>Bachelor’s Degree preferred</li>
<li>Minimum of 8 years in recruiting senior level professionals.</li>
<li>Ability to spot talent</li>
<li>Strong computer skills: Word, Excel, Outlook, PowerPoint (with ability to learn internal systems) </li>
<li>Creative profile, comfortable with copywriting and creative asset creation</li>
<li>Demonstrates strong process capability, detail-orientated analytical skills</li>
<li>Ability to communicate, activate, and drive strategy while maintaining execution control</li>
<li>Engage with relevant stakeholders at ease and use to communicating new ideas or messages to large audiences</li>
<li>Ability to manage and prioritize multiple assignments</li>
<li>Excellent written and verbal communication skills, interpersonal skills and planning skills</li>
<li>Excellent problem-solving skills in a fast-paced work environment</li>
<li>High proficiency in integrated systems</li>
<li>Strong Microsoft Office suite experience including presentation building skills</li>
<li>Ability to handle and maintain highly confidential and sensitive date and information on a regular basis</li>
</ul>
What’s In It For You: 
<ul>
<li>Salary Range: $126-$184K</li>
<li>Competitive Benefit Package(Medical, Dental, Vision, 401K, Pension Plan)</li>
<li>Hybrid Work Policy(3 Days in Office, 2 Days Work from Home)</li>
<li>Flexible Time Off(Paid Company Holidays, Paid Vacation, Vacation Buy Program, Volunteer Time, Summer Fridays& More!)</li>
<li>Access to Company Perks (VIP Access to L’Oréal’s Internal Shop for Discounted Products, Monthly Mobile Allowance)</li>
<li>Learning & Development Opportunities(Unlimited Access to E-learnings, Lunch & Learn Sessions, Mentorship Programs, & More!)</li>
<li>Employee Resource Groups(Think Tanks and Innovation Squads)</li>
<li>Access to Mental Health & Wellness Programs</li>
</ul>
Don’t meet every single requirement? At L'Oréal, we are dedicated to building a diverse, inclusive, and innovative workplace. If you’re excited about this role but your past experience doesn’t align perfectly with the qualifications listed in the job description, we encourage you to apply anyways! You may just be the right candidate for this or other roles!
 
We are an Equal Opportunity Employer and take pride in a diverse environment. We would love to find out more about you as a candidate and do not discriminate in recruitment, hiring, training, promotion, or other employment practices for reasons of race, color, religion, gender, sexual orientation, national origin, age, marital or veteran status, medical condition or disability, or any other legally protected status.
 
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by contacting [1] USApplicationAccommodation@support.lorealusa.com. If you need assistance to accommodate a disability, you may request an accommodation at any time. 
 
Our Safe Together Plan: Your safety is our highest priority. We will proceed with caution and adhere to enhanced protection standards to ensure our sites are safe for all employees. We must all operate with the shared responsibility for each other’s health & safety in mind.
 References
 
Visible links
 1. mailto: USApplicationAccommodation@support.lorealusa.com

Director, Talent Acquisition - Executive Search

Juniper Landscaping

<div>The Director of Talent Acquisition leads and is accountable for the organization&rsquo;s talent acquisition strategy and recruiting function, ensuring the company can attract, hire, and retain the talent necessary to support operational performance and long-term growth. This role provides leadership and direction for the recruiting team by establishing recruiting strategies, strengthening recruiting capabilities, supporting workforce planning initiatives, and ensuring hiring processes are executed consistently across the organization.
The Director partners closely with the Chief Human Resources Officer and operational leadership to align recruiting priorities with business goals, forecast workforce needs, and develop scalable recruiting strategies that support the organization&rsquo;s growth across multiple locations.
The Director of Talent Acquisition is expected to perform all the essential duties timely and accurately, in accordance with all applicable company policies, procedures, processes and practices, and compliant with all federal, state, and local laws and regulations. The essential duties below are not intended to be all-inclusive, but rather indicative to the characteristics normally associated with the job. While it is intended to be an accurate reflection of the current job, the Company reserves the right to revise the job, due to reasonable accommodation or other reasons, and assign or reassign duties and responsibilities at any time.<ul><li>
Follow, promote, and enforce all labor laws, safety policies, practices, and procedures to ensure safe working conditions and behaviors are maintained. Assist with safety investigations and safety hazards and/or incidents.</li><li>
Lead efforts in recruiting, hiring, and onboarding new employees. Foster a culture of continuous learning by providing training and development opportunities to enhance team skills and performance.</li><li>
Effectively manage employee performance by clearly communicating expectations, providing regular and constructive feedback, and addressing both positive contributions and areas for improvement. Foster a culture of accountability and continuous growth.</li><li>
Promote a positive and inclusive work environment by actively recognizing achievements, addressing employee concerns promptly, and using approaches to maintain high levels of employee satisfaction and retention.</li><li>
Establish and lead the organization&rsquo;s talent acquisition strategy by partnering with the CHRO and operational leadership to forecast workforce needs, align recruiting priorities with business objectives, and ensure recruiting capacity supports operational workforce demands and organizational growth.</li><li>
Lead and develop the recruiting function by establishing team priorities, recruiting standards, and performance expectations that drive consistent, high-quality hiring outcomes across all locations.</li><li>
Provide strategic oversight for specialty workforce programs, including the H-2B program, ensuring these programs support operational workforce needs while maintaining compliance with applicable regulations.</li><li>
Establish and monitor recruiting performance metrics, including time-to-fill, pipeline health, and quality of hire, providing leadership with insights and recommendations to strengthen recruiting outcomes.</li><li>
Evaluate labor market conditions and oversee recruiting infrastructure, including sourcing strategies, recruiting technology, and external partnerships, to strengthen sustainable talent pipelines.</li><li>
Partner with the CHRO and HR leadership to support organizational growth initiatives, including acquisitions, expansion into new markets, succession planning, and leadership pipeline development.</li><li>
Perform other relevant duties, as assigned</li></ul>
Qualifications:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or a related field preferred.</li><li>
Minimum of 8 years of progressive talent acquisition experience, including demonstrated success leading recruiting teams and supporting multi-location or high-growth organizations.</li><li>
Minimum of 3 years of leadership experience managing recruiting teams, including responsibility for developing recruiters and driving hiring outcomes.</li><li>
Demonstrated experience managing or supporting H-2B recruiting operations, including coordination of program deadlines, documentation accuracy, and compliance requirements preferred.</li><li>
Demonstrated experience developing talent acquisition strategies, workforce planning initiatives, and scalable recruiting processes supporting both management and high-volume operational hiring.</li><li>
Strong understanding of employment laws and recruiting compliance requirements, including candidate documentation and hiring practices.</li><li>
Strong working knowledge of Applicant Tracking Systems (ATS), recruiting analytics, workforce planning practices, and compliance requirements related to employment and recruiting.</li><li>
Strong verbal and written communication skills, with the ability to effectively share information across teams and stakeholders.</li><li>
Fluency in English required; Spanish preferred; Creole a plus.</li><li>
Ability to travel as needed to support hiring initiatives, field engagement, and recruiting events.</li><li>
Proficient in computer and technology skills including working knowledge of Microsoft Office Suite, Adobe, and mobile devices.</li><li>
Must possess a valid US driver&rsquo;s license (or equivalent) and meet Motor Vehicle Record (MVR) verification requirements.</li></ul>
About Us
Juniper is a full-service landscape design, build, and management company servicing the Southeast. Our family of companies proudly includes Juniper, Davis Landscape, Elegant, Shooter &amp; Lindsey, and Rip's. We are recognized as award-winning leaders in our industry with over 30 locations and 2,000+ team members. At Juniper, the foundation of who we are, how we perform, and how we treat others is guided by our core values. We are committed to a culture that welcomes, grows, and celebrates people who share in our mission to design, build, and maintain the best landscaping in the industry.
We offer career growth opportunities and excellent benefits (health/dental/vision insurance, 401K, and PTO plans). Join our company, where we Welcome/Grow/Celebrate you at Juniper!</div>

Director of Talent Acquisition

Broad River Retail

<div>
 
 
 CULTURE SNAPSHOT:
 
 
 
 Broad River Retail is a privately held organization where a diverse group of people work together and espouse our core values of integrity, personal excellence, customer satisfaction, collaboration, and innovation for the purpose of &lsquo;Furnishing Life&rsquo;s Best Memories.&rsquo; At Broad River, we believe that purpose begins with identity, which is why our people are referred to as &ldquo;Memory Makers.&rdquo; We know that everyone who works for our Company has the power to make positive, lasting memories not only for our Guests, but also for their fellow Memory Makers, our partners, their families, and in our communities. Our vision is to be the premier Ashley Store operator, and our mission is simply to be an excellent home furnishings retailer. Our Memory Makers are the driving force that has led us to being the largest and fastest growing Ashley licensee in the U.S., to being named as the National Home Furnishings Retailers of the Year in 2024 and landing us on the Best Places to Work list three years in a row in our industry.
 
 
 
 
 
 
 AT A GLANCE:
 
 
 
 The Director of Talent Acquisition (TA) will lead the overall TA function and devise talent acquisition strategies to support the organization&rsquo;s talent growth and objectives. This role requires a strategic and critical thinker with a passion for building effective relationships, a strong understanding of talent acquisition, and a commitment to fostering a data driven culture.
 
 
 
 
 
 
 DAY IN LIFE AS A DIRECTOR, TALENT ACQUISITION:
 
 
 
 
 
 
 
 Strategic Leadership:
 
 Design and implement a comprehensive talent acquisition strategy that aligns with Broad River Retail&rsquo;s goals, ensuring a diverse and high-quality talent pipeline.
 
 
 
 
 
 
 Team Development:
 
 Lead, mentor, and develop the talent acquisition team, fostering a culture of continuous improvement and professional growth.
 
 
 
 
 
 
 Stakeholder Engagement:
 
 Collaborate with senior and executive leaders to identify workforce planning needs, customize recruitment plans, and provide updates on talent acquisition initiatives.
 
 
 
 
 
 
 Recruitment Strategy:
 
 Develop and execute a comprehensive talent acquisition strategy to attract top talent across all levels of the organization.
 
 
 
 
 
 
 End-to-End Recruitment:
 
 Oversee the entire recruitment process, including sourcing, interviewing, and selecting candidates, ensuring a positive and efficient candidate experience.
 
 
 
 
 
 
 Data-Driven Decision Making:
 
 Utilize recruitment metrics and analytics to evaluate the effectiveness of talent acquisition strategies, making adjustments as necessary to improve outcomes. Leverage data to identify effective recruiting channels and techniques.
 
 
 
 
 
 
 Employer Branding:
 
 Enhance the organization&rsquo;s employer brand by promoting its values, culture, and career opportunities through various channels, including social media and industry events. Collaborate with marketing and communications teams to highlight company culture and values.
 
 
 
 
 
 
 Compliance and Best Practices:
 
 Ensure that all legal and recruitment practices comply with applicable employment laws and regulations and implement best practices to ensure fairness and equity in hiring.
 
 
 
 
 
 
 Market Insights:
 
 Stay informed about industry trends, labor market dynamics, and competitive hiring practices to effectively position the organization as an employer of choice.
 
 
 
 
 
 
 Budget Management:
 
 Oversee TA budget, optimizing resources to meet recruitment goals while maintaining cost-effectiveness.
 
 
 
 
 
 
 WHAT YOU&rsquo;LL NEED TO SUCCEED:
 
 
 
 &bull; Bachelor&rsquo;s degree in human resources, business administration, or a related field; a master&rsquo;s degree is preferred.
 
 
 &bull; 10+ years of experience in talent acquisition or recruitment, with at least 5 years in a leadership role.
 
 
 &bull; Proven experience in developing and implementing successful talent acquisition strategies in a fast-paced environment.
 
 
 &bull; Strong knowledge of employment laws, regulations, and best practices.
 
 
 &bull; Excellent communication, interpersonal, and presentation skills.
 
 
 &bull; Excellent leadership, communication, and interpersonal skills.
 
 
 &bull; Ability to analyze data and use insights to form people related strategic decisions.
 
 
 &bull; Ability to analyze data and use metrics to drive recruitment performance.
 
 
 &bull; Proficiency with applicant tracking systems (ATS) and recruitment tools.
 
 
 &bull; Experience working in Paycom is a plus.
 
 
 
 
 
 
 WORKPLACE ENVIRONMENT:
 
 
 
 While performing the duties of this job the employee is:
 
 
 &bull; Ability to work independently, as well as, in a collaborative team environment.
 
 
 &bull; This role is a hybrid (3 days in office) position after training and onboarding is complete.
 
 
 &bull; Travel to stores, Distribution Centers, and other travel as necessary up to 35% of the time.
 
 
 &bull; Employees must arrange an appropriate workspace that ensures their productivity. Must be able to participate in virtual meetings, on-camera, and calls with minimal distraction.
 
 
 
 
 
 
 In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.
 
 
 
 
 
 
 
 MEMORY MAKER PERKS &amp; BENEFITS:
 
 
 
 &bull; Medical, dental, vision, and life insurance options
 
 
 &bull; Paid time off and 401K matching contribution
 
 
 &bull; Employee discount (40%) at BRR Ashley locations
 
 
 &bull; Internal Opportunities for career growth and advancement
 
 
 &bull; Competitive salary and comprehensive benefits package
 
 
 &bull; Opportunities for professional development and career advancement
 
 
 &bull; A dynamic, inclusive work environment that values diversity and collaboration
 
 
 
 
 
 
 OUR COMMITMENT TO YOU:
 
 
 
 Broad River Retail is an EEOC compliant committed to creating a place where everyone feels respected, valued, and able to reach their full potential. Regardless of race, gender, religion, sexual orientation, age, disability, or if you&rsquo;re parenting the next generation of Memory Makers, we firmly believe our work is at its best when everyone feels free to be their most authentic self.
 
</div>

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