Senior Director, Head of Talent Acquisition

Zoox is hiring a Senior Director, Head of Talent Acquisition in Foster City, United States. It pays $334k-$369k a year and Level rates it ; you can apply on Zoox.

Level's read on this job

On Level's scale, this HR role is Little AI ●○○○: aI is not part of the work.
The listed pay starts 178% above the typical HR posting on Level.
Level classifies it as an executive role.
Level lists 226 other open roles at Zoox.

AI in this role

At Zoox, we are seeking a Senior Director, Head of Talent Acquisition to architect our global scaling strategy and lead a high-performing team of 50+ across early career, internal mobility, core industry, and executive recruiting. As a key member of the People Experience (PEx) leadership team, you will shape and own the end-to-end talent acquisition lifecycle, ensuring our recruiting engine is scalable and built for Zoox’s growth. You will leverage visionary leadership and innovative technology to keep our talent strategy as cutting-edge as the autonomous technology we build.

In this role, you will...

Strategic Talent Architecture & Vision: Create and execute Zoox’s end-to-end talent strategy, both proactive and reactive external recruiting, encompassing company-wide hiring, which includes the university program, internal mobility initiatives, core industry, and executive recruiting.
Team Development & Leadership: Lead a high-performing cross-functional recruiting organization of at least 50+, fostering a culture of excellence and accountability through dedicated mentorship, coaching, and a focus on continuous operational improvement
Operational Scaling & Excellence: Engineer scalable talent processes, from initial sourcing to offer delivery, ensuring seamless, consistent candidate experience across all organizational levels and recruitment stages
Talent Intelligence & Data Storytelling: Establish a data-driven recruitment culture by architecting organization-wide reporting frameworks; translate complex talent metrics into high-impact narratives that empower executive leadership to optimize workforce planning and sourcing strategies
Technology Enablement & Innovation: Partner with the Manager of HR Technology to architect and evolve a scalable talent ecosystem and leverage AI as a strategic lever, driving enterprise-wide streamline and shifting organization’s capacity toward high-impact human judgment and relationship-building.
Strategic Partnership & Executive Influence: Serve as a trusted advisor and strategic partner to the CEO, C-suite, and other senior business leaders, influencing talent-related decisions by aligning acquisition strategies with long-term workforce planning and business objectives.
Organizational Leadership: Act as core partner on the People Experience (PEx) leadership team, contributing to the development and execution of a comprehensive, company-wide PEx strategy.

Qualifications

Team Leadership: 15+ years of TA leadership experience, including 3+ years at the Senior Director level leading organizations of 50+; proven expertise in a 'leader of leaders' model
Strategic Execution: Extensive experience developing and executing end-to-end talent strategies for top talent built on proven technical experience recruiting in a complex, high-growth technology company (Autonomous Systems, AI/ML, Software & Hardware).
Change & Operational Leadership: Data-driven decision-maker with track record designing and implementing talent ecosystems (e.g. KPIs, scorecards, and metrics) to optimize TA effectiveness; preferred experience of pioneering use of AI as a strategic lever.
Executive Presence & Influencing: Exceptional executive presence, with strong written and verbal communication skills, with the ability to influence and present to C-level executives.
Collaboration: Track record of building deep, trusted cross-functional relationships across all functional areas to drive a unified PEx strategy.
Problem Solving: Proven ability to navigate ambiguity and fast-paced environments, excelling at thinking critically to solve complex organizational bottlenecks and taking decisive action in a high-stakes, evolving industry.
Functional Expertise: Strong familiarity with the external technology talent market, with a deep understanding of emerging trends in talent acquisition and workforce planning (eg. VNDLY, Lever, Workday, ServiceNow, and other industry-leading software platforms.)
Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

How we rate this

Senior Director, Head of Talent Acquisition at Zoox rates 30 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.