About the role
- As Director of Talent, you will take command of talent operations across the Elevation portfolio.
This is NOT a traditional HR role, and ONLY candidates with a proven track record in talent leadership from high-growth companies will be considered.
This is a business-critical role reporting directly to the executive office. You'll work across leadership to enforce accountability, accelerate hiring, and install systems that scale.
This is an operational leadership role. You'll act as a force multiplier on recruitment velocity, precision, and return on talent spend. You'll build the playbook, run the machine, and lead the team that sources, closes, and onboards A-players in complex industries and high-stakes environments. You'll need to move fast, see patterns across companies, push for clarity in headcount plans, and challenge underperformance when you see it.
What you'll do
- Lead end-to-end recruiting across portfolio companies—from entry-level to executive, including CEO, COO, GM, and function heads.
- Operate as point-of-contact for all hiring leads; ensure timelines, deliverables, and quality benchmarks are hit without exception.
- Build and manage detailed recruiting workflows, pipelines, and tracking infrastructure in ATS and recruiting systems.
- Partner with the Chief of Staff to align hiring roadmaps with strategic and financial plans.
- Design and run a system that maps headcount needs, prioritizes business-critical hires, and enforces timelines.
- Build a data-driven recruiting engine that includes dashboards, scorecards, Gantt charts, candidate performance tracking, and post-hire feedback loops.
- Build, lead, and coach a high-output recruiting team, including internal staff and external vendors or contract recruiters.
- Implement and continuously refine recruiting tools, AI-powered sourcing platforms, interview automation, and performance analytics.
- Ensure all talent operations—from candidate sourcing to offer to onboarding—are tech-enabled and scalable.
- Push the system forward. Identify talent gaps, team performance issues, and process inefficiencies—and fix them.
- Help identify underperformance in the current recruiting org and challenge it with data, results, and better systems.
Qualifications
- Describe the experience and attributes of the ideal candidate