Head of Talent Acquisition in New York at Jobgether

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Head of Talent Acquisition based in the United States.

This is a senior leadership opportunity to build and own a modern talent acquisition function during a period of significant organizational growth.
You will define the recruiting strategy, strengthen the hiring infrastructure, and build a team capable of scaling ahead of business demand.
The role combines strategic leadership with hands-on ownership of recruiting outcomes, talent pipelines, employer brand, and hiring operations.
You will partner closely with executives and hiring leaders to establish clear hiring standards, improve decision quality, and maintain a consistently high talent bar.
A strong emphasis is placed on data, AI-enabled recruiting, process design, and building systems that improve both speed and quality.
You will have substantial influence over the people and capabilities that shape the organization’s next stage of growth.
This is an ideal role for an experienced talent leader who enjoys building from the ground up and turning ambitious hiring goals into repeatable results.

• Set the talent acquisition strategy: Define the vision and operating model for attracting, assessing, and hiring talent, translating organizational growth plans into an actionable workforce and recruiting strategy.
• Own recruiting performance and pipeline health: Drive candidate volume, quality, pipeline strength, finalist generation, conversion rates, and hiring throughput across technical and non-technical functions.
• Build and scale the TA organization: Design the recruiting team structure, hire and develop recruiters, sourcers, and managers, and align team capacity with current and projected hiring demand.
• Own the end-to-end hiring system: Establish effective interview stages, evaluation rubrics, scorecards, calibration practices, and decision gates that generate reliable hiring signals while enabling efficient execution.
• Strengthen employer brand and talent communities: Develop the organization’s presence in relevant talent markets and create sustainable, always-on pipelines that attract qualified candidates rather than relying solely on outbound sourcing.
• Partner with executives and hiring managers: Advise senior leaders on role definition, talent-market realities, candidate evaluation, hiring decisions, and recruiting priorities while maintaining a consistent quality bar.
• Own recruiting analytics and planning: Establish funnel metrics, monitor conversion rates and hiring performance, identify bottlenecks, and use data to determine investments, priorities, and team capacity.
• Manage TA resources: Own the talent acquisition budget, technology stack, external vendors, and recruiting infrastructure, ensuring tools and spending support measurable outcomes.
• Lead AI-enabled recruiting: Use AI to automate repetitive recruiting work, improve efficiency, and increase the time available for human judgment, while establishing clear principles for where AI should and should not be used.
• Drive continuous improvement: Diagnose weaknesses across the recruiting funnel, implement improvements, train interviewers and hiring managers, and establish operating rhythms that keep hiring processes effective as the organization scales.

• 10+ years of talent acquisition experience, including experience leading a recruiting function through a meaningful period of organizational growth.
• Demonstrated experience building or rebuilding TA functions, with a track record of developing strategy, improving recruiting processes, and delivering measurable hiring outcomes.
• Strong recruiting analytics capabilities, including fluency in funnel metrics, stage conversion, pipeline health, hiring capacity, and data-driven workforce decisions.
• Experience building and scaling recruiting teams, including hiring and developing recruiters and managers, designing organizational structures, and matching capacity to hiring demand.
• High standards for hiring quality, with the judgment and confidence to maintain rigorous evaluation practices while responding effectively to pressure for greater speed.
• Executive-level communication skills, with the ability to influence senior leaders, challenge assumptions constructively, communicate recruiting performance, and maintain alignment around hiring standards.
• Hands-on leadership approach, with recent experience personally owning recruiting outcomes rather than operating primarily in an advisory, fractional, or consulting capacity.
• Experience using AI as a recruiting multiplier, including a practical understanding of how AI can automate mechanical work while preserving human judgment in critical hiring decisions.
• Strong change-management and systems-thinking skills, with the ability to identify bottlenecks, design scalable processes, and turn operational challenges into sustainable systems.
• High urgency and ownership, with a willingness to personally diagnose and address operational gaps, particularly during the first 90 days.
• Excellent interpersonal and collaboration skills, with the ability to build trust across recruiting, People, executive leadership, and hiring-manager teams.
• Nice to have: Experience hiring across engineering, product, growth, operations, and other functions; familiarity with Greenhouse, Gem, and LinkedIn Recruiter; experience in a high-growth startup or mission-driven organization; and a track record of developing employer brand and evergreen talent pipelines.

• Competitive compensation: $175,000–$200,000 USD.
• 100% remote: Work from anywhere in the United States.
• Health & wellness: Medical, dental, and vision insurance with 90% of premiums covered for employees and dependents, plus healthcare reimbursement, FSAs, and an Employee Assistance Program.
• Financial security: 401(k), employer-paid life and disability insurance, and identity theft protection.
• Work-life balance: Generous paid time off, paid holidays, 10 weeks of fully paid parental leave, and an annual year-end company closure from December 24 through January 2.
• Professional development: $1,000 annual professional development stipend and support for home office setup.
• Student loan support: Eligibility as a qualifying employer for Public Service Loan Forgiveness (PSLF).
• Additional perks: Pet wellness plans, legal services, home and auto insurance discounts, and access to exclusive marketplace savings.
• Career impact: Direct ownership of a critical organizational function with significant visibility and influence on company growth.
• Leadership exposure: Close partnership with senior leadership and the opportunity to shape company-wide talent strategy.