[Hiring] Talent Acquisition Department Head @Scale Virtually

Role Description

We’re looking for a high-impact Talent Acquisition Department Head—not just a recruiter or a people manager, but a driver who takes ownership, executes aggressively, and ensures we have the right people in the right seats.

If you thrive in a fast-paced, high-accountability environment, can solve complex hiring pipeline issues, and know how to build and lead a performance-driven Talent Acquisition team, this role is for you.

What You’ll Do

• Own and Execute TA Strategy
  • Design, optimize, and drive an aggressive talent acquisition strategy that meets the hiring needs of Scale Virtually.
  • Overhaul and own the end-to-end recruitment funnel from sourcing to onboarding.
  • Establish clear KPIs for hiring speed, quality, and pipeline efficiency, and hold the team accountable to those metrics.
  • Implement data-driven recruiting strategies that increase placements, decrease time-to-hire, and ensure long-term retention.
• Build, Lead, and Optimize the TA Team
  • Audit who we have, identify gaps, and restructure the team if necessary.
  • Hire, train, and develop top-tier TA specialists who can execute at scale.
  • Create a high-performance culture that rewards execution, speed, and quality over activity.
• Fix the Process, Fix the Results
  • Identify and eliminate bottlenecks in the hiring process.
  • Implement the right ATS and tech stack to support hiring at scale (without overcomplicating workflows).
  • Work cross-functionally with HR, Training, and Operations to ensure seamless onboarding and retention.
• Be the Talent Acquisition Enforcer
  • Own TA’s alignment with business objectives; hiring needs must match business growth.
  • Push back on inefficiencies; if something isn’t working, change it.
  • Provide high-visibility reporting on recruitment performance, hiring trends, and challenges.

Qualifications

• A Driver & Enforcer: you take ownership, execute aggressively, and push for results.
• A strategic leader who can build scalable, high-performance talent acquisition operations.
• Highly analytical, using data-driven insights to improve recruitment efficiency.
• A problem solver, who challenges inefficiencies and implements smarter hiring processes.
• Process-obsessed: always optimizing hiring speed, quality, and team performance.

Requirements

• TA Leadership Experience: 5+ years in high-growth talent acquisition leadership (bonus if in virtual staffing, outsourcing, or remote hiring).
• Proven Track Record: You’ve scaled recruitment teams and built high-performing talent acquisition operations.
• Systems Thinker & Executor: You know how to design, implement, and optimize hiring processes that work.
• Strong ATS & Tech Knowledge: Experience implementing Workable, Manatal, Greenhouse, or equivalent ATS.
• Data-Driven Decision Making: You rely on numbers, not just gut instinct, to drive hiring strategies.
• Ownership Mentality: You don’t wait to be told what to do; you own the problem and drive solutions.

Must-Have Experience

• Proven experience in scaling remote recruitment operations (preferably in BPO, virtual staffing, or high-growth, service-based industries).
• Expertise in process optimization and data-driven hiring strategies (Lean Six Sigma, EOS, or similar methodologies).
• Successfully built, led, and optimized high-performing TA teams in a fast-paced environment.
• Owned and executed end-to-end talent acquisition processes, improving hiring speed, quality, and retention.
• Established and managed key recruitment KPIs to drive efficiency, speed, and placement success.

Preferred Skills

• Deep knowledge of virtual staffing, outsourcing, or operations-heavy industries.
• Strong understanding of recruitment technology, including ATS implementation (Workable, Manatal, Greenhouse, etc.).
• Experience using AI, automation, and technology to streamline the hiring process.
• Ability to optimize hiring funnels and remove bottlenecks to ensure continuous talent pipeline flow.

Benefits

• Impact: You’ll be in a high-visibility, high-impact role where your decisions directly affect business growth.
• Growth: Be part of a company that is scaling fast and values leaders who execute.
• Autonomy & Ownership: No micromanagement here. We need a driver who thrives on results, not just effort.
• Remote Flexibility: Work with a global team in a remote-first environment.