[Hiring] Senior Director, Talent Acquisition @CoLab Software

Role Description

This is a plan, build-and-lead role. You’ll set the strategy for how CoLab finds, assesses, and wins the people who will take us from where we are to where we’re going. You won’t be an order-taker. You’ll sit with our executive team and hiring managers as a trusted advisor on the talent market. When a wish list doesn’t match reality, you’ll say so, bring the data, and help reset it. You’ll help decide which roles get priority, where we invest our sourcing energy, and when it’s worth paying for outside support.

You’ll also build the system. That means a rigorous, consistent assessment process aligned to our “Hell Yes” hiring criteria:

• Scorecards
• Structured interviews
• Work samples

It means a tech stack and reporting that leaders trust, with clear visibility into:

• Pipeline health
• Time-to-fill
• Pass-through rates
• Offer acceptance
• Quality of hire

And it means playbooks that make us repeatable across engineering, go-to-market, and executive hiring.

Qualifications

• 10-12+ years in recruiting, with 5+ years leading TA teams and 3+ years at Director level or above
• Experience scaling hiring at a high-growth B2B technology company (ideally Series D-F)
• Proven results hiring across technical, GTM, and executive roles
• Strong operator: builds process, data, and tooling, and can show before-and-after outcomes
• Experience managing recruiting budgets, agency partners, and offer/comp strategy
• Data fluency, with metrics used to make decisions, not just to report
• Executive presence and business acumen; you can hold your own with C Suite, SVP’s and VP’s and advise them on the talent market
• Experience managing complex offers, including equity and multi-stakeholder negotiations
• Recruiting experience in industrial software, PLM, CAD/CAE, manufacturing tech, or deep-tech hardware
• Experience recruiting globally, including cross-border hiring considerations

Requirements

• Lead the function
• Set the Talent Acquisition strategy and multi-year hiring plan, tied to company growth targets and workforce planning
• Lead, coach, and grow the Talent Acquisition team
• Decide how work is split between in-house, agency, and executive search partners, and manage those vendors and budgets
• Be a strategic partner
• Advise the executive team and hiring managers on the talent market, compensation positioning, and hiring trade-offs, and push back with data when expectations don’t match reality
• Run hiring prioritization (for example, tiering roles to focus sourcing and agency support where it matters most)
• Join the People Team and Leadership Team as a first-team member, putting company outcomes ahead of functional ones
• Build the system
• Own a consistent, structured assessment process aligned to CoLab’s “Hell Yes” criteria: scorecards, structured interviews, and work samples etc
• Own the Talent Acquisitions tech stack (ATS, sourcing tools, AI-assisted workflows) and drive adoption
• Build scalable playbooks for high-volume, GTM, technical, and executive hiring
• Report on search health: pipeline, time-to-fill, pass-through rates, offer acceptance, quality of hire, cost per hire, and diversity metrics
• Build the brand and pipeline
• Shape the employer brand and candidate experience, including the CoLab story for senior and passive talent
• Build talent pipelines for anticipated roles, including engineers, GTM, and leadership
• Develop an approach to hiring internationally and across Canada, the USA, including the local talent market
• Stay hands-on when it counts
• Personally support critical searches and close key candidates, especially in the early phase of the function

Benefits

• Encouragement to apply even if you don’t meet every single qualification—your potential is what matters most to us

Equity Note

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic and apply even if you don’t meet every single qualification—your potential is what matters most to us.