Director of Talent Strategy

$200,000 USD/year ^{Pay is set based on global value, not the local market. Most roles = hourly rate x 40 hrs x 50 weeks}  ($100 USD/hour)

Talent acquisition is fundamentally broken. Most people recognize this. Very few understand how to repair it.

This role is intended for someone who does.

Though housed within People and Talent Operations, this position is at its core a systems design and operations role, with talent acquisition as the primary domain. You will not be required to serve as a subject-matter expert in recruitment. Instead, you will be expected to excel at constructing systems that produce measurable outcomes — systems that scale effectively, operate reliably, and remain robust when tested by real operational demands.

The challenge is straightforward to articulate but difficult to deliver: architect and run a system that reliably attracts the right talent into the organization, meeting deadlines and quality standards, while ensuring hires thrive and remain. That system must perform not only for straightforward, clearly scoped requests, but also for ambiguous, mission-critical, and atypical scenarios. Success in this role demands continuous ownership, sound judgment, and the rigor to resolve challenges in ways that reinforce system integrity instead of introducing additional layers of complexity.

Stakeholder engagement is essential. You will collaborate with senior leaders who possess firm viewpoints, conflicting priorities, and incomplete information. You will operate without formal authority. Your effectiveness will stem from cultivating trust, identifying alignment, and transparently presenting trade-offs — upholding standards while ensuring stakeholders feel acknowledged and supported.

This environment is AI-first. You will engage with AI tools daily, leveraging them to produce drafts, validate concepts, assess results, probe edge cases, and detect patterns. You will not delegate ideas to engineers and wait for output. Instead, you will construct, experiment, troubleshoot, document, and refine independently, then collaborate with others when scaling or hardening becomes necessary.

We also value transparency, because wasting your time serves no one.

This role is not suited for everyone.

If any of the following describe you, this is likely not the right match:

• You favor identifying issues over owning end-to-end solutions
• You require formal authority, organizational hierarchy, or designated owners to advance work
• You delegate to engineers exclusively rather than engaging directly
• You interpret feedback or resistance as personal criticism instead of valuable input
• You concentrate on refining isolated components while overlooking system-level impact
• You are drawn to the concept of repairing broken systems more than the execution of it

This is a remote, global position offering significant autonomy paired with substantial accountability. You must maintain availability for a minimum of four hours that overlap with U.S. business hours on weekdays. Beyond that window, your schedule is primarily self-managed.

Finally, in the interest of candor: our application process demands meaningful effort. Most applicants dedicate considerable time because the position itself warrants it.

If reading this description increased your interest rather than diminishing it, we would genuinely welcome your application.