[Hiring] Senior Director, Talent Acquisition @Salesloft

Role Description

We are hiring a Sr. Director of Talent Acquisition to lead a small, high-performing global team that hires at high volume and high speed. You will set the strategy, own the metrics, and still roll up your sleeves when a critical search needs it. You will partner with business leaders across the US, Canada, Mexico, and India, and use AI to make recruiting faster, fairer, and measurably better.

• Own the global TA strategy and operating plan, balancing speed, quality, and cost across a large volume of open requisitions.
• Lead and develop a lean team of recruiters and sourcers across North America and India; set clear expectations, coach to performance, and make hard calls on capacity and prioritization.
• Define and run a KPI framework (for example time to fill, pipeline health, offer acceptance, quality of hire, hiring manager satisfaction, recruiter productivity). Review it on a regular cadence and act on what it shows.
• Build and apply AI across the recruiting lifecycle, including sourcing, screening, scheduling, outreach, reporting, and recruiter performance insights. Measure the efficiency and quality gains, and retire what does not work.
• Run recruiting in the US, Canada, Mexico, and India, adapting to local market practices, compensation norms, employment regulations, and talent availability. Partner with Legal and People on compliance.
• Manage and optimize agency and vendor relationships: when to use them, how to hold them accountable, and how to reduce reliance over time.
• Act as a trusted advisor to executives, hiring managers, and People leadership. Run intake and workforce planning conversations, push back with data, and keep stakeholders aligned.
• Move between strategy and execution: build the plan in the morning, close the candidate in the afternoon.
• Partner with Finance, People Ops, and Talent Brand on headcount planning, forecasting, employer brand, DEI goals, and candidate experience.
• Build the TA leadership bench: hire, develop, and promote recruiting managers, senior recruiters, and sourcers; define career paths and succession plans.
• Run the team's operating rhythm, including weekly pipeline reviews, monthly business reviews, quarterly planning, and regular reporting to the executive team.
• Own the TA budget, including headcount, agency and vendor spend, tools, and job board and event costs. Forecast capacity against the hiring plan and make the case for investment.
• Lead TA technology strategy: ATS configuration, sourcing and scheduling tools, analytics, and vendor selection and renewals.
• Build scalable, consistent hiring practices, including structured interviewing, intake standards, interviewer training, offer approval, and candidate experience.
• Lead through change: reorganizations, hiring surges and freezes, reprioritization, and integration of acquired teams.

Qualifications

• 10+ years in talent acquisition, with 5+ years leading TA teams, ideally including a Director-level or higher role.
• Experience in fast-paced, high-growth, or dynamic environments with high requisition volume and a small team.
• Direct experience recruiting in North America (US, Canada, Mexico) and India, and an understanding of how each market differs.
• A clear point of view on performance management and KPIs, with examples of setting goals, holding people accountable, and coaching up or out.
• Experience in both agency and corporate recruiting.
• Demonstrable examples of using AI to improve recruiting efficiency and performance management, with outcomes you can quantify.
• Strong relationship management and stakeholder skills, including with senior leaders.
• Fluency with an ATS and recruiting analytics.
• Comfort with ambiguity and with shifting priorities as the business changes.
• A track record of building and leading TA teams through growth and change, including hiring, developing, and retaining recruiting managers and individual contributors.
• Experience managing leaders and managers, plus a distributed team across multiple countries and time zones.
• Experience owning a TA budget and a hiring plan, including capacity modeling and agency and vendor spend.
• Experience building or rebuilding a recruiting operating model: team structure, process, tooling, and reporting.
• Experience presenting TA strategy and results to executive and board-level audiences, and partnering with Finance on workforce planning.
• Experience leading a team through a reorganization, hiring surge, or slowdown, and keeping morale and performance up.

Nice to have

• Experience in B2B SaaS or technology.
• Experience scaling TA through growth, restructuring, or M&A.
• Experience hiring across engineering, sales, and go-to-market roles.
• Working knowledge of employment practices in Mexico and India.

Benefits

• It is Salesloft’s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable.
• The goal of Salesloft’s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization.
• Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.
• The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans.
• Base Pay Range: $190,000 — $280,000 USD