Talent Acquisition Director (US&EU Focus)

Job Overview

We are seeking a highly strategic, influential, and execution-driven Director of Talent Acquisition to architect and lead our US&EU talent strategy during a critical phase of rapid growth.

This role requires a seasoned leader with a unique blend of executive search firm (agency) and in-house leadership experience, deep expertise across the U.S., and European talent markets, and a strong track record of hiring C-level and senior executives and management level is preferred.

The ideal candidate combines market intelligence, talent mapping, and storytelling excellence with strong operational capabilities, including ownership of recruiting technologies and processes. Experience in cooling industry, data centers, manufacturing is highly preferred.

Key Responsibilities

1. Global Talent Strategy & Execution

• Develop and execute a comprehensive talent acquisition strategy across the U.S., and Europe to support aggressive business scaling.
• Own full-cycle recruiting operations, ensuring speed, quality, and scalability.
• Partner closely with leadership to align hiring strategies with business goals and workforce planning.

2. Executive Hiring & Talent Intelligence

• Lead end-to-end senior executive, mgt level and key position searches, acting as a trusted advisor to leadership.
• Conduct advanced talent mapping, competitor analysis, and market intelligence to build strong leadership pipelines.
• Rapidly assess new industries or functions, delivering data-driven hiring insights and strategies.

3. Employer Branding & Candidate Attraction

• Design and implement differentiated candidate attraction strategies tailored to diverse talent segments.
• Craft compelling narratives that effectively communicate the company’s vision, culture, and growth story.
• Elevate employer brand presence across key markets and channels.

4. Campus & Early Talent Programs

• Design, launch, and lead U.S. campus recruitment programs, building a sustainable early-career talent pipeline.

5. Recruiting Channels & Vendor Management

• Optimize recruiting channels to maximize efficiency and hiring outcomes.
• Strategically select, manage, and evaluate external search firms and recruiting partners, ensuring high performance and ROI.
• Build and maintain a strong external recruiting ecosystem.

6. Recruiting Technology & Operations

• Own the recruitment technology roadmap, including evaluation, selection, implementation, and optimization of ATS.
• Drive innovation through AI-enabled recruiting solutions and automation.
• Establish data-driven processes, metrics, and continuous improvement frameworks to enhance efficiency and candidate experience.

7. Probation & Hiring Quality Management

• Optimize and implement probation management framework to ensure high hiring quality and successful onboarding outcomes.
• Define clear success criteria, milestones, and evaluation mechanisms for new hires during the probation period.
• Partner with HRBP and business leaders to monitor, assess, and improve new hire performance and retention.
• Establish feedback loops between recruitment, onboarding, and business teams to continuously refine hiring profiles and selection accuracy.
• Track and analyze quality-of-hire metrics, including probation pass rates, early attrition, and performance outcomes.
• Drive accountability for hiring decisions by linking recruitment effectiveness to post-hire success.

8. Leadership & Team Development

• Build, lead, and scale a high-performing talent acquisition team.
• Design and implement a robust performance management framework, including clear KPIs, OKRs, and success metrics aligned with business growth objectives.
• Coach and develop team members through structured feedback, capability building, and career pathing to elevate overall team maturity.
• Identify capability gaps and proactively upgrade team talent to meet evolving business demands.
• Foster a culture of accountability, ownership, excellence, collaboration, and continuous improvement, balancing high standards with strong engagement.

9. Other assigned tasks

Qualifications & Competencies

• Bachelor’s degree in Business, Human Resources, or related field required
• Advanced degree or certifications (e.g., SHRM, HRCI) preferred
• 15+ years of progressive experience in talent acquisition, including:significant tenure in both executive search firms (agency) and in-house corporate environments
• Proven success in hiring and closing senior executives
• Strong experience in the U.S. market, with additional exposure to Europe is preferred.
• Demonstrated experience in high-growth, fast-paced global organizations
• Hands-on experience implementing and optimizing enterprise recruiting systems (e.g., ATS)
• Industry experience in manufacturing, data centers, cooling industry or related sectors preferred
• Deep expertise in executive search, talent mapping, and market intelligence
• Strong capability in recruitment technology strategy and system implementation
• Ability to quickly understand new industries and translate insights into effective hiring plans
• Advanced stakeholder management and influencing skills, particularly with senior executives
• Strong data-driven mindset, with experience in recruiting analytics and metrics
• Familiarity with AI applications in talent acquisition (sourcing, engagement, assessment) is a strong advantage
• Highly professional, ethical, and operates with discretion at senior levels
• High emotional intelligence and strong interpersonal sensitivity
• Exceptional communication, negotiation, and storytelling skills
• Strategic thinker with strong analytical and problem-solving capabilities
• Hands-on leader who can balance strategy and execution effectively
• Excellent ability to handle multiple priorities in a busy, ability to thrive in a fast-paced, high-energy, and dynamic work environment
• Proactive, resilient, self-directed and self-motivated with the ability to execute with minimal oversight. Results-oriented with strong ownership. Willing to take challenges, working with passion and sense of responsibility
• Demonstrated success in building trust and working effectively with a geographically dispersed team, particularly with a headquarters or major partner in a different cultural region (e.g., Asia-Pacific). Be able to take cross-time zone communication. Able to work well in a global and multi-culture environment is preferred
• Proven track record of taking full end-to-end responsibility for deliverables, ensuring accuracy, timeliness, and compliance in all tasks
• Proficient in Microsoft Office Suite, esp. Excel.