head of talent acquisition

KREWE du optic

<div>About KREWE
KREWE is an independent, high-fashion eyewear brand rooted in the vibrant culture and boundless creativity of our hometown, New Orleans - and now proudly headquartered in both New Orleans and New York City. Since our launch in 2013, KREWE has grown into a dynamic brand celebrated for its distinctive, handcrafted sun and optical frames that reflect a deep commitment to quality, individuality, and design.
In 2022, we opened the doors to our NYC headquarters in the heart of the Meatpacking District, building a second home for the brand that brings New Orleans&rsquo; culture, creativity, and energy to one of the world&rsquo;s most iconic design capitals. Our presence now spans brick-and-mortar boutiques, mobile retail concepts, and a thriving e-commerce platform - alongside distribution through premier independents and top national retailers. Celebrated for our unique approach to design, KREWE has cultivated a loyal following among style-conscious consumers and influential tastemakers.
As we continue to expand, we&rsquo;re looking for passionate, driven, and innovative individuals to join our talented team. At KREWE our work is fast-paced, collaborative, and deeply mission-driven. Our people are high-performing and ambitious - not just about hitting goals, but about building something that&rsquo;s original, culturally rooted and globally resonant. Every team member at KREWE has the opportunity to own their role and make a lasting impact. If this sounds like the right environment for you we invite you to apply below.
We are currently searching for a high-performing Head of Talent Acquisition to lead a strategic talent acquisition function that supports the company&rsquo;s next phase of growth. This role owns the transition from reactive recruiting to proactive talent acquisition, with accountability for how KREWE identifies, attracts, and closes top talent. This leader will design and operate the full talent engine, including sourcing architecture, pipeline development, and hiring strategy, while personally leading critical searches and managing a small team. Success will be determined by improved time-to-fill, offer acceptance rate, retention, candidate and hiring manager experience. The role requires a deep understanding of the competitive talent landscape and the ability to position KREWE effectively within it. KREWE will prioritize candidates with experience building and/or scaling talent acquisition function in growing retail or consumer goods organizations.
This is a New Orleans-based role, reporting to the Senior Director, People and working closely with the CEO and Founder. Success requires operating in-person with leadership while building talent pipelines nationally. 
Key Responsibilities:<ul><li>
Design and implement a full-funnel recruitment strategy and process, paying particular attention to identifying, sourcing, and tracking qualified candidates.</li><li>
Partner with executive leadership and hiring managers to forecast hiring needs and support workforce planning aligned with company growth.</li><li>
Track and analyze recruiting metrics including time-to-fill, source of hire, pipeline conversion, and offer acceptance rates to improve hiring effectiveness.</li><li>
Develop and maintain proactive talent pipelines for critical roles across corporate teams.</li><li>
Partner with the Senior Director, People to strengthen and promote KREWE&rsquo;s employer brand to attract top talent through career pages, LinkedIn, industry events, and partnerships.</li><li>
Train and support hiring managers on structured interviewing, evaluation frameworks, and best practices to ensure consistent and equitable hiring processes.</li><li>
Continuously evaluate and optimize the recruiting process to improve efficiency, candidate experience, and hiring manager satisfaction.</li><li>
Manage relationships with external recruiting agencies, job boards, and sourcing platforms as needed.</li><li>
Partner cross-functionally with HR, leadership, and department heads to support organizational growth and talent strategy.</li><li>
Source qualified candidates using LinkedIn and KREWE&rsquo;s applicant tracking system to fill open positions and proactively identify top talent.</li><li>
When necessary, conduct initial screenings to assess candidate qualifications and fit.</li><li>
Review and occasionally prepare the necessary documents for job openings, candidates, and hiring managers - including job descriptions, scorecards, and itineraries.</li><li>
Arrange travel and accommodations for out-of-town candidates as needed.</li></ul>
Requirements:<ul><li>
7+ years of experience in recruiting or talent acquisition, with experience leading or owning a recruiting function, ideally within a retail or consumer goods organization.</li><li>
Experience building or scaling talent acquisition processes in a high-growth organization.</li><li>
Track record of building proactive sourcing strategies and pipelines in competitive talent markets.</li><li>
Experience personally closing high-impact or leadership roles.</li><li>
Strong understanding of talent mapping, market dynamics, and candidate behavior.</li><li>
Experience managing recruiters or talent teams.</li><li>
High level of ownership, judgment, and ability to operate in ambiguous, evolving environments.</li><li>
Strong analytical skills with the ability to use data to improve hiring outcomes.</li><li>
Experience in consumer, retail, or hospitality businesses preferred.</li><li>
Excellent communication and stakeholder management skills.</li><li>
Strong analytical skills with the ability to interpret recruiting data and make process improvements.</li><li>
Experience partnering with senior leaders and hiring managers across multiple departments.</li><li>
Familiarity with applicant tracking systems, ideally Rippling, LinkedIn, and Google Suite.</li><li>
Strong organizational and time management skills.</li><li>
Ability to handle sensitive and confidential information with discretion.</li><li>
Detail-orientated and able to manage multiple tasks simultaneously.</li><li>
High level of professionalism and customer service orientation.</li></ul>
Benefits and Perks:<ul><li>
Competitive wage</li><li>
Group health plans: health, vision and dental insurance</li><li>
Welfare benefits: life, ad&amp;d, supplemental voluntary coverage</li><li>
FSA Plan &amp; HSA Program</li><li>
401(K) Investment Options</li><li>
Adoption Assistance, EAP, Commuter Benefits</li><li>
Paid Parental Leave</li><li>
Quarterly Cultural Spend</li><li>
Ongoing Training and Development, an Educational Allowance</li><li>
10 paid holidays and Paid Time Off accrual</li><li>
KREWE employee quarterly frame allowance (of course!)</li></ul>
Diversity and Inclusion:
KREWE believes in providing an inclusive workplace where all individuals have the opportunity to succeed. We are proud to provide equal employment opportunities (EEO) to all employees and applicants without discrimination or retaliation because of race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, gender expression, veteran status, pregnancy or any other protected characteristic as established by applicable local, state, or federal law.</div>

Head of Talent Acquisition

Nuro

<div>
 
 Who We Are
 
 
 
 Nuro is a self-driving technology company on a mission to make autonomy accessible to all. Founded in 2016, Nuro is building the world&rsquo;s most scalable driver, combining cutting-edge AI with automotive-grade hardware. Nuro licenses its core technology, the Nuro Driver&trade;, to support a wide range of applications, from robotaxis and commercial fleets to personally owned vehicles. With technology proven over years of self-driving deployments, Nuro gives the automakers and mobility platforms a clear path to AVs at commercial scale, empowering a safer, richer, and more connected future.
 
 
 
 About The Team
 
 
 
 The Talent Acquisition team is composed of Sourcing, Recruiting and Coordination, and serves as a strategic partner to all of Nuro&rsquo;s functions, encompassing engineering and autonomy, as well as operations and business. We combine data-driven insights with deep market expertise to ensure Nuro continues to attract and hire exceptional talent. Our recruiters and sourcers are builders at heart, partnering closely with leadership and hiring teams to deliver a candidate experience that reflects Nuro&rsquo;s mission and values.
 
 
 
 About The Role
 
 
 
 We&rsquo;re seeking a Head of Talent Acquisition to lead and scale Nuro&rsquo;s recruiting and sourcing organization through our next phase of growth and commercialization. This role will oversee both the recruiting teams and the dedicated sourcing team responsible for hiring across Nuro, including the technology, engineering, business, and operations functions.
 
 
 You&rsquo;ll partner closely with senior executives and functional VPs to design capacity-driven hiring plans, leverage data to guide staffing decisions, and ensure our recruiting teams have the strategy, systems, and infrastructure needed to execute with excellence. This leader will also drive key executive searches, serving as a hands-on partner to Nuro&rsquo;s leadership team to attract world-class talent in AI, ML, autonomy, and robotics.
 
 
 
 About The Work
 
 
 
 <ul>
 <li>
 Lead and scale Nuro&rsquo;s recruiting and sourcing organization, managing managers and senior ICs across technical, business, and operations hiring.
 </li>
 <li>
 Partner with executives across Autonomy, Infrastructure, and Vehicle Engineering &amp; Hardware to build data-driven hiring strategies and sourcing models that attract world-class AI, ML, robotics, and research engineering talent.
 </li>
 <li>
 Build and operationalize capacity models, pipeline analytics, and productivity metrics to optimize recruiter bandwidth, time to hire, and forecast hiring velocity.
 </li>
 <li>
 Drive and personally manage key executive and leadership searches, crafting compelling equity narratives and pre-IPO value propositions.
 </li>
 <li>
 Mentor, coach, and develop high-performing recruiting and sourcing teams, fostering a culture of urgency, accountability, and continuous improvement.
 </li>
 <li>
 Partner with People, Finance, and business leaders to align headcount plans, forecast capacity, and ensure execution against hiring goals.
 </li>
 <li>
 Maintain exceptional candidate experience and employer brand integrity across all touchpoints.
 </li>
 <li>
 Contribute to operational excellence by driving process innovation, recruiting enablement, and systems improvements.
 
 
 </li>
 </ul>
 
 About You
 
 
 
 <ul>
 <li>
 5+ years in a recruiting leadership role, experience leading recruiting and sourcing teams in high-growth technology environments.
 </li>
 <li>
 Experience managing managers and developing high-performing teams.
 </li>
 <li>
 Proven success hiring across complex technical and engineering functions; AI/ML or research engineering experience strongly preferred.
 </li>
 <li>
 Highly analytical, with expertise in building and interpreting recruiting dashboards, capacity models, and performance metrics to inform decisions.
 </li>
 <li>
 Strong executive presence and ability to partner effectively with senior leaders across the organization.
 </li>
 <li>
 Hands-on experience in leadership and executive recruiting, including crafting compelling equity and pre-IPO narratives.
 </li>
 <li>
 Exceptional communication skills and a data-driven, strategic mindset.
 </li>
 <li>
 Comfortable navigating startup-scale growth and balancing strategic planning with operational execution.
 </li>
 <li>
 Experience with ATS and HRIS systems, such as GreenHouse and WorkDay.
 
 
 </li>
 </ul>
 
 Bonus Points
 
 
 
 <ul>
 <li>
 Experience managing large-scale operations or volume hiring programs alongside technical recruiting.
 </li>
 <li>
 Previous experience leading recruiting for robotics, ML/AI, or deep-tech organizations.
 </li>
 <li>
 Demonstrated success in driving diversity and inclusion through recruiting programs and outreach initiatives.
 
 
 </li>
 </ul>
 
 At Nuro, your base pay is one part of your total compensation package. For this position, the reasonably expected pay range is between $176,400- $264,600/year for the level at which this job has been scoped. Your base pay will depend on several factors, including your experience, qualifications, education, location, and skills. In the event that you are considered for a different level, a higher or lower pay range would apply. This position is also eligible for an annual performance bonus, equity, and a competitive benefits package.
 
 
 
 
 At Nuro, we celebrate differences and are committed to a diverse workplace that fosters inclusion and psychological safety for all employees. Nuro is proud to be an equal opportunity employer and expressly prohibits any form of workplace discrimination based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other legally protected characteristics.
 
</div>

Vibe.co

<div>
 
 About Vibe
 
 
 
 At Vibe.co, we're reimagining how brands reach audiences in the age of streaming. We believe streaming TV is no longer just a brand awareness play, it's the next great performance marketing channel. We're building the infrastructure to unlock this $100B opportunity.
 
 
 Vibe.co provides an Audience First Streaming TV Advertising solution for marketers to unlock TV as a growth channel. Our all-in-one solution combines hyper-targeted audience segmentation, AI-powered insights and recommendations, real-time campaign optimization, and incrementality measurement, giving brands of all sizes the precision and transparency they've come to expect from social and search, but on TV.
 
 
 Trusted by over 10,000 brands, Vibe.co reaches more than 120 million households across 500+ apps and channels, delivering an average 250% return on ad spend and 20% sales lift. The company hit a $100 million revenue run rate in under two years, ranking among the ten fastest software companies to reach that milestone.
 
 
 Vibe.co's investors include Hedosophia (an early backer of Spotify, Uber, and Airbnb), Elaia, Singular, QuantumLight (Revolut CEO Nik Storonsky's fund), and Illusian (Supercell CEO Ilkka Paananen's fund), as well as angel investors including Carolyn Everson, board member of The Walt Disney Company and Coca-Cola. Nirav Tolia, CEO of Nextdoor, sits on the company's board of directors.
 
 
 Founded in 2022, Vibe.co is widely recognized as the category-defining platform in streaming TV advertising, bringing the power of Meta and Google-style performance marketing to the fastest-growing segment in media.
 
 
 
 About The Role
 
 
 
 You'll join Vibe's People team as the architect of our entire talent engine, reporting directly to the Chief People Officer. This role owns recruiting across our GTM and Engineering orgs &mdash; the two functions that will determine whether we hit our goal of 2.5x revenue in 2026. You're not inheriting a machine; you're building one. You'll lead a team of 5+ recruiters, set the strategy, raise the bar on every hire, and serve as a key partner to the C-suite on org design. Three reasons to want this job: you'll have full license to be rigorous and selective in an environment that refuses to settle; you'll shape hiring strategy at the level where it actually moves the business; and you'll build something that outlasts you.
 
 
 
 What You'll Do
 
 
 
 Strategy &amp; Leadership
 
 
 <ul>
 <li>
 Design scalable recruiting strategies that map directly to aggressive annual headcount targets
 </li>
 <li>
 Lead and develop a team of 5+ recruiters, driving performance against clear, measurable KPIs
 </li>
 <li>
 Coach recruiters on advanced sourcing techniques, particularly for hard-to-fill technical roles
 </li>
 <li>
 Partner with the C-suite on organizational design decisions as Vibe scales
 
 
 </li>
 </ul>
 Sourcing &amp; Pipeline
 
 
 <ul>
 <li>
 Source passive top-tier talent through creative channels well beyond LinkedIn
 </li>
 <li>
 Build and maintain deep pipelines for critical Engineering and GTM roles before they're urgent
 </li>
 <li>
 Drive employer branding initiatives that position Vibe as a destination for exceptional talent
 
 
 </li>
 </ul>
 Process &amp; Operations
 
 
 <ul>
 <li>
 Train hiring managers on bar-raising, structured, bias-free interview techniques
 </li>
 <li>
 Own ATS data hygiene to ensure accurate pipeline reporting and forecasting
 </li>
 <li>
 Negotiate complex offers that align candidate expectations with internal compensation frameworks
 
 
 </li>
 </ul>
 
 What You Need
 
 
 
 <ul>
 <li>
 10+ years of recruiting experience, with meaningful time spent in-house at a high-growth, performance-driven tech company
 </li>
 <li>
 Demonstrated ability to hire senior technical and commercial profiles at volume without dropping the bar
 </li>
 <li>
 Experience managing a team of 5+ recruiters with accountability to hiring KPIs
 </li>
 <li>
 Track record of maintaining strict hiring standards in competitive, fast-moving talent markets
 </li>
 <li>
 Deep working knowledge of US employment law and visa requirements
 
 
 </li>
 </ul>
 
 Nice to Haves
 
 
 
 <ul>
 <li>
 Experience recruiting in the streaming TV or connected TV (CTV) space
 </li>
 <li>
 Background scaling a TA function from Series A through Series C
 </li>
 <li>
 Hands-on experience implementing Ashby as an ATS from scratch
 
 
 </li>
 </ul>
 
 Our Values
 
 
 
 At Vibe, we run on three values: Impact, Ambition, and Urgency. We tie every goal to a real business outcome, think 10x rather than settling for good enough, and move daily rather than waiting for perfect conditions.
 
 
 You'll thrive here if you own outcomes without needing direction, default to action, and hold yourself to results, not effort.
 
 
 This is a high-performance environment with high-performance rewards: you'll work alongside people who push you, with real ownership over hard problems in a market that's moving fast.
 
 
 If that sounds like the best version of your career, we want to meet you.
 
 
 
 What We Offer
 
 
 
 
 For candidates in New York, NY, the pay range for this role is $210,000&ndash;$250,000, with flexibility depending on experience, plus bonus eligibility.
 
 
 
 At Vibe, we want you to build something, own something, and grow fast. Here's how we back that up:
 
 
 <ul>
 <li>
 Variable pay &mdash; based on objectives you hit. No arbitrary targets.
 </li>
 <li>
 Hybrid flexibility &mdash; We're in NYC's Flatiron District and our team is in 3x a week!
 </li>
 <li>
 Full health coverage &mdash; Comprehensive medical, dental, and vision insurance.
 </li>
 <li>
 401(k) with matching &mdash; We invest in your future, not just your output.
 </li>
 <li>
 Unlimited PTO &mdash; Take the time you need. We measure results, not hours.
 </li>
 <li>
 Parental leave &mdash; Paid leave for all parents.
 </li>
 <li>
 Annual offsite &mdash; The whole team, once a year, somewhere worth the trip.
 
 
 </li>
 </ul>
 Our Interview Process
 
 
 We respect your time. Here's exactly what to expect &mdash; no surprises, no ghosting.
 
 
 <ul>
 <li>
 Recruiter screen &mdash; 30 min. We'll share context; you'll share yours.
 </li>
 <li>
 Manager interview &mdash; A deep dive with our Chief People Officer.
 </li>
 <li>
 Take-home assignment + live debrief &mdash; A real Vibe scenario, like designing a 12-month hiring roadmap or our employer brand pitch. We'll work through it together.
 </li>
 <li>
 Calibration interview &mdash; A senior leader joins to ensure we're holding a consistent, high bar.
 </li>
 <li>
 Reference checks &mdash; Two calls, handled with discretion.
 </li>
 <li>
 Offer &mdash; Fast. We don't let good decisions sit.
 
 
 </li>
 </ul>
 
 Equal Opportunity
 
 
 
 Vibe is an equal opportunity employer. We evaluate all applicants without regard to race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.
 
 
 We believe the best ideas come from teams with different backgrounds, perspectives, and experiences. If you need a reasonable accommodation during the application or interview process, please let us know.
 
 
 
 Referral Instructions
 
 
 
 Being referred? Ask your contact to submit your application directly on your behalf.
</div>

EcoBuild and Green Attic

READ THIS FIRST BEFORE APPLYING:The Role: We are seeking a Bilingual (English/Spanish) Head of HR &amp; Talent Acquisition who thrives in a chaotic, high-growth environment. You will not be managing a slow corporate rollout; you will be getting your hands dirty protecting our compliance, recruiting top-tier field and office talent, and managing relations with a 1099 and W2 workforce. If your instinct is to &quot;overthink&quot; or you need months to roll out a policy, this is not the job for you. We value speed, execution, and technological leverage.Who We Are:Green Attic and EcoBuild are fast-paced, high-growth companies operating in the trades and construction sector (Insulation, Roofing, Solar, HVAC, and Custom Builds). We are scaling aggressively toward $20 million in revenue and use cutting-edge technology to run our business. We don't do traditional corporate bureaucracy; we move fast, expect high accountability, and build processes on the fly.The Reality of the Role:We are upgrading our HR department from a &quot;reactive support function&quot; into a proactive, data-driven Talent Acquisition and People Operations machine. You will get your hands dirty protecting our compliance, recruiting top-tier talent, and managing relations with both a 1099 and W-2 workforce.What You Will Actually Do:<ul><li>Compliance &amp; Risk Management: Own the legal compliance framework to protect the company from 1099 vs. W-2 misclassification risks in Illinois.</li><li>Run the Recruiting Machine: Manage full-cycle recruiting for office roles and field crews. You will enforce our &quot;5-Minute Knockout&quot; screening scripts and text-first communication protocols to eliminate ghosting.</li><li>Bilingual Crew Relations: Act as the direct liaison for our Spanish-speaking field crews, handling morale, dispute resolution, safety, and pay issues directly in their native language.</li><li>HR Automation: Leverage AI (ChatGPT) and automated workflows to write job descriptions, screen candidates, and automate repetitive administrative tasks.</li><li>Drive the Weekly Scorecard: Own the weekly HR L10 (Level 10) meeting. You are responsible for tracking Cost-per-Hire, Screen-to-Interview %, Time-to-Schedule, and 30/90-Day Retention.</li><li>Lock Down Operations (SOPs): Build, enforce, and iterate bulletproof onboarding and offboarding checklists to ensure zero liability gaps.</li></ul>What You Need to Succeed (Hard Skills):<ul><li>Language: Fluent in English and Spanish (Written and Verbal).</li><li>Compliance Mastery: Deep understanding of state labor laws regarding 1099 independent contractors vs. W-2 employees.</li><li>Experience: Proven ability to run a recruitment funnel across multiple role types, preferably in construction, trades, or start-up/rapid-scale environments.</li><li>Tech Stack: Comfortable utilizing AI, CRMs (HubSpot), applicant tracking systems (Indeed), and project management software (ClickUp).</li></ul>Who You Need to Be (Character &amp; DNA):<ul><li>High Operational Agility: Proven ability to build &quot;good enough&quot; processes quickly and iterate on the fly.</li><li>Extreme Ownership: When a process breaks, you don't blame the market; you fix the screening process.</li><li>Low-Drama / High-Candor: You can have difficult conversations with employees and managers respectfully, directly, and by the book.</li></ul>How to Apply:Submit your resume. If your background is a match, be prepared for a fast, 20-minute video call where you will be tested on your 1099 knowledge, technological leverage, execution speed, and bilingual fluency.Job Type: Full-timePay: $60,000.00 - $75,000.00 per yearBenefits:<ul><li>Paid time off</li></ul>Experience:<ul><li>Human resources management: 2 years (Required)</li><li> being an HR in the Construction Industry: 1 year (Required)</li></ul>Work Location: In person

Head of HR & Talent Acquisition (Bilingual / Tech-Forward)

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.

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
 
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 Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture
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 Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities
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 Set performance standards, accountability frameworks, and leadership norms across the TA organization
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 Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health
 
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 Strategic Talent Acquisition
 
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 Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans
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 Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability
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 Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making
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 Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth
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 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
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 Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations
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 Enable and govern internal mobility to support retention, engagement, and capability development
 
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 Recruiting Operations &amp; Process Excellence
 
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 Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization
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 Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close
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 Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal
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 Establish and scale best practices that support both speed and quality while managing risk
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 Ensure recruiting practices align with legal and regulatory requirements
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 Strengthen referral strategy and performance through cross-functional partnership and organizational engagement
 
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 Data, Insights &amp; Forecasting
 
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 Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities
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 Establish success metrics tied to business impact, risk mitigation, and long-term capability
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 Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency
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 Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability
 
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 TA Tools, Systems &amp; Technology
 
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 Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making
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 Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting
 
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 Employer Branding
 
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 Partner with Employer Brand and Marketing teams to strengthen Hinge&rsquo;s talent market positioning and ensure consistent, authentic messaging across channels
 
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 Stakeholder Management &amp; Communication
 
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 Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations
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 Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams
 
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 What We're Looking For
 
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 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope
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 5+ years of people leadership experience, including leading leaders or managing managers
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 Proven ability to operate as a strategic partner to executive leadership
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 Demonstrated success in workforce planning, forecasting, and data-driven decision-making
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 Strong track record of building scalable TA organizations and driving operational excellence
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 Deep understanding of competitive talent markets, especially within consumer tech
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 High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs
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 Strong emotional intelligence&mdash;empathetic listener who builds psychological safety and coaches others through change.&nbsp;
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 Excellent communication skills, with the ability to influence executives and cross-functional partners
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 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>

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

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