Head of Talent Acquisition

Head of Talent Acquisition

Requirements

• 4+ years of recruiting management experience (start-up/in-house leadership experience is a must) with 5+ years as an IC Sr. Recruiter prior to that
• You still love and expect to own roles for specialized/leadership roles
• A trusted advisor to C-level executives and senior leadership to help thoughtfully organize, design and execute a hiring strategy or new talent initiative for the team
• You make decisions in an analytic and thoughtful way and use data (without being paralyzed by it) whenever possible
• Passion for developing recruiting team and providing coaching to all leaders to build the best recruiting capabilities for all Tomo interviewers
• A strong culture carrier who has had a tradition of winning and success in their career
• You have a natural sense of urgency and speed – why do something in a week when it can be done in an hour – this is a real and important cultural value
• A leader who is experienced in strategy development and unafraid to iterate to a TA roadmap and foundation as needs change often in startups

Responsibilities

• Work closely with our Founder and Executive team to drive vision and growth plan via leading key people, process, and tech investments
• Manage a small/growing Recruiting team and add critical hires while enabling the tech capabilities/foundation of the team to help make them most successful
• Set the pace and energy to execute an ambitious hiring plan – you’ll introduce the processes, implement efficient hiring practices, lean into data analytics, develop and grow the current team while driving hiring goals that set the standard for a very high talent bar
• Serve as a data driven talent advisor to the leadership team with a strong ability to drive recruiting initiatives that match the pace of an expanding organization
• Build a strong operational foundation for the Recruiting function that includes the right systems that will drive meaningful recruiting analytics and insights
• Bring up-to-date/competitive insights into guiding the leadership team on key investments and the right strategy to attract the best talent and how to stay differentiated from the competition
• Coach and develop direct reports and model best practices throughout all aspects of the recruiting process
• Help build a ‘Recruiting Culture and Engine’ at Tomo by way of example as culture carrier
• Develop the ’employer’ brand through creative social, content and event programs
• Ability to build a world-class structured interviewer training and process with the right infrastructure and employee engagement to help it scale and be differentiated

Preferred Qualifications

No preferred qualifications provided.