About

• About the role
• As Director of Talent, you will take command of talent operations across the Elevation portfolio.

• This is NOT a traditional HR role, and ONLY candidates with a proven track record in talent leadership from high-growth companies will be considered.

• This is a business-critical role reporting directly to the executive office. You'll work across leadership to enforce accountability, accelerate hiring, and install systems that scale.
• This is an operational leadership role. You'll act as a force multiplier on recruitment velocity, precision, and return on talent spend. You'll build the playbook, run the machine, and lead the team that sources, closes, and onboards A-players in complex industries and high-stakes environments. You'll need to move fast, see patterns across companies, push for clarity in headcount plans, and challenge underperformance when you see it.
• What you'll do
• Lead end-to-end recruiting across portfolio companies—from entry-level to executive, including CEO, COO, GM, and function heads.
• Operate as point-of-contact for all hiring leads; ensure timelines, deliverables, and quality benchmarks are hit without exception.
• Build and manage detailed recruiting workflows, pipelines, and tracking infrastructure in ATS and recruiting systems.
• Partner with the Chief of Staff to align hiring roadmaps with strategic and financial plans.
• Design and run a system that maps headcount needs, prioritizes business-critical hires, and enforces timelines.
• Build a data-driven recruiting engine that includes dashboards, scorecards, Gantt charts, candidate performance tracking, and post-hire feedback loops.
• Build, lead, and coach a high-output recruiting team, including internal staff and external vendors or contract recruiters.
• Implement and continuously refine recruiting tools, AI-powered sourcing platforms, interview automation, and performance analytics.
• Ensure all talent operations—from candidate sourcing to offer to onboarding—are tech-enabled and scalable.
• Push the system forward. Identify talent gaps, team performance issues, and process inefficiencies—and fix them.
• Help identify underperformance in the current recruiting org and challenge it with data, results, and better systems.
• Qualifications
• Describe the experience and attributes of the ideal candidate