Sr. Director, Talent Acquisition

Sr. Director, Talent Acquisition 

Job Location: United States, Remote

About the company:

Salesloft is building the next era of enterprise revenue — one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we're building the industry's first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth.

With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won — the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate.

Join us to help transform how companies around the world run revenue — and build the platform that will guide leading revenue teams into the future.

About the role

We are hiring a Sr. Director of Talent Acquisition to lead a small, high-performing global team that hires at high volume and high speed. You will set the strategy, own the metrics, and still roll up your sleeves when a critical search needs it. You will partner with business leaders across the US, Canada, Mexico, and India, and use AI to make recruiting faster, fairer, and measurably better.

What you'll do

• Own the global TA strategy and operating plan, balancing speed, quality, and cost across a large volume of open requisitions.
• Lead and develop a lean team of recruiters and sourcers across North America and India; set clear expectations, coach to performance, and make hard calls on capacity and prioritization.
• Define and run a KPI framework (for example time to fill, pipeline health, offer acceptance, quality of hire, hiring manager satisfaction, recruiter productivity). Review it on a regular cadence and act on what it shows.
• Build and apply AI across the recruiting lifecycle, including sourcing, screening, scheduling, outreach, reporting, and recruiter performance insights. Measure the efficiency and quality gains, and retire what does not work.
• Run recruiting in the US, Canada, Mexico, and India, adapting to local market practices, compensation norms, employment regulations, and talent availability. Partner with Legal and People on compliance.
• Manage and optimize agency and vendor relationships: when to use them, how to hold them accountable, and how to reduce reliance over time.
• Act as a trusted advisor to executives, hiring managers, and People leadership. Run intake and workforce planning conversations, push back with data, and keep stakeholders aligned.
• Move between strategy and execution: build the plan in the morning, close the candidate in the afternoon.
• Partner with Finance, People Ops, and Talent Brand on headcount planning, forecasting, employer brand, DEI goals, and candidate experience.

• Build the TA leadership bench: hire, develop, and promote recruiting managers, senior recruiters, and sourcers; define career paths and succession plans.
• Run the team's operating rhythm, including weekly pipeline reviews, monthly business reviews, quarterly planning, and regular reporting to the executive team.
• Own the TA budget, including headcount, agency and vendor spend, tools, and job board and event costs. Forecast capacity against the hiring plan and make the case for investment.
• Lead TA technology strategy: ATS configuration, sourcing and scheduling tools, analytics, and vendor selection and renewals.
• Build scalable, consistent hiring practices, including structured interviewing, intake standards, interviewer training, offer approval, and candidate experience.
• Lead through change: reorganizations, hiring surges and freezes, reprioritization, and integration of acquired teams.

What you bring

• 10+ years in talent acquisition, with 5+ years leading TA teams, ideally including a Director-level or higher role. [Confirm]
• Experience in fast-paced, high-growth, or dynamic environments with high requisition volume and a small team.
• Direct experience recruiting in North America (US, Canada, Mexico) and India, and an understanding of how each market differs.
• A clear point of view on performance management and KPIs, with examples of setting goals, holding people accountable, and coaching up or out.
• Experience in both agency and corporate recruiting.
• Demonstrable examples of using AI to improve recruiting efficiency and performance management, with outcomes you can quantify.
• Strong relationship management and stakeholder skills, including with senior leaders.
• Fluency with an ATS and recruiting analytics. [Name your ATS]
• Comfort with ambiguity and with shifting priorities as the business changes.

• A track record of building and leading TA teams through growth and change, including hiring, developing, and retaining recruiting managers and individual contributors.
• Experience managing leaders and managers, plus a distributed team across multiple countries and time zones.
• Experience owning a TA budget and a hiring plan, including capacity modeling and agency and vendor spend.
• Experience building or rebuilding a recruiting operating model: team structure, process, tooling, and reporting.
• Experience presenting TA strategy and results to executive and board-level audiences, and partnering with Finance on workforce planning.
• Experience leading a team through a reorganization, hiring surge, or slowdown, and keeping morale and performance up.

Nice to have

• Experience in B2B SaaS or technology.
• Experience scaling TA through growth, restructuring, or M&A.
• Experience hiring across engineering, sales, and go-to-market roles.
• Working knowledge of employment practices in Mexico and India.

It is Salesloft’s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable.  The goal of Salesloft’s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization.  

Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.

The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans.