Director - Talent Acquisition

Position Summary The Director of Talent Acquisition is responsible for leading and modernizing the global Talent Acquisition function to ensure the organization can attract, assess, and hire high-quality talent required to support its growth and business strategy. This leader will develop and execute an enterprise talent acquisition strategy across a global electronics distribution environment, supporting hiring across Sales, Operations and Distribution, Engineering/Technical, and Corporate functions . The Director will lead a team of recruiters, optimize the company’s recruiting technology and processes, build a compelling digital candidate experience and career site, and introduce innovative sourcing and AI-enabled recruiting capabilities. The Director will also establish strong governance around external recruiting partners, including offshore placement agencies, while building the analytics and KPIs necessary to measure recruiting effectiveness, quality, speed, cost, and business impact. Key Responsibilities Talent Acquisition Strategy & Modernization Develop and execute a global Talent Acquisition strategy aligned with the company’s business, workforce, and growth priorities. Assess the current TA operating model and implement a roadmap to modernize recruiting processes, technology, sourcing, assessment, and candidate experience. Transition the function toward a more proactive, data-driven talent acquisition model focused on building talent pipelines rather than primarily responding to open requisitions. Establish scalable and consistent recruiting practices while allowing for appropriate differences across countries, functions, and talent markets. Partner with HR Business Partners and business leaders to translate workforce plans into talent acquisition priorities and sourcing strategies. Recruiting Leadership & Delivery Lead, coach, and develop a team of recruiters responsible for hiring across: Sales and commercial roles Distribution, warehouse, and operations roles Engineering and technical positions Corporate and professional functions Establish clear recruiter performance expectations, workload management, service levels, and accountability. Ensure effective recruiting support across multiple geographies, business units, and levels of the organization. Provide hands-on leadership and executive search support for critical, senior-level, or difficult-to-fill positions as needed. Build strong relationships with hiring managers and establish clear expectations regarding the shared accountability for successful hiring. Talent Sourcing & Pipeline Development Build proactive sourcing strategies for critical and recurring talent segments. Develop talent communities and pipelines for difficult-to-fill positions, including technical, engineering, sales, and specialized distribution talent. Evaluate and expand sourcing channels, including direct sourcing, employee referrals, social recruiting, professional networks, universities, industry associations, and external partners. Develop strategies that reduce unnecessary reliance on third-party agencies while maintaining appropriate external capabilities for specialized or geographically challenging searches. Career Site, Employer Brand & Candidate Experience Lead the development and ongoing optimization of the company’s global career site , creating a compelling and easy-to-navigate candidate experience. Partner with Marketing, Communications, HR, and business leaders to strengthen the company’s employer brand and employee value proposition. Ensure career content authentically communicates the company’s culture, career opportunities, employee experience, and value proposition. Establish candidate experience standards from initial engagement through interview, offer, onboarding handoff, and disposition. Use candidate feedback and recruiting analytics to continuously improve the experience. Recruiting Technology, AI & Innovation Lead the evaluation and adoption of recruiting technologies that improve recruiter productivity, candidate experience, sourcing effectiveness, and decision quality. Identify and implement appropriate AI-enabled recruiting capabilities , including opportunities in sourcing, candidate matching, talent intelligence, scheduling, communications, analytics, and administrative automation. Establish responsible AI practices and appropriate human oversight to support consistent, fair, compliant, and transparent hiring processes. Optimize utilization of the Applicant Tracking System (ATS) and related HR technology. Identify opportunities to automate manual recruiting activities and allow recruiters to spend more time on sourcing, candidate engagement, and strategic partnership with the business. Agency & Vendor Management Develop and maintain governance for domestic and international recruiting agencies, including offshore placement and sourcing partners . Qualifications Bachelor’s degree in Human Resources, Business, Organizational Development, or related field; equivalent relevant experience considered. Typically 7+ years of progressive Talent Acquisition experience , including significant leadership responsibility. Experience leading or transforming a Talent Acquisition function within a complex, multi-location organization. Demonstrated experience leading and developing recruiting teams. Experience recruiting across multiple talent segments, preferably including sales, operations/distribution, engineering/technical, and corporate functions . Global or multi-country recruiting experience strongly preferred. Experience managing external recruiting agencies and offshore recruiting or sourcing partners. Demonstrated experience with ATS platforms, sourcing technologies, recruiting analytics, and digital recruiting tools. Experience implementing or utilizing AI-enabled talent acquisition solutions preferred. Strong understanding of recruiting compliance, candidate data privacy, and responsible use of technology in employment decisions. Experience in electronics distribution, industrial distribution, technology, manufacturing, or a related B2B environment preferred. Leadership Capabilities The successful candidate will demonstrate: Transformation Leadership — Challenges legacy practices and translates strategy into practical, sustainable improvements. Business Acumen — Understands how talent availability, quality, speed, and cost affect business performance. Enterprise Mindset — Makes decisions based on what is best for the broader organization and builds strong cross-functional partnerships. Data-Driven Decision Making — Uses analytics and market intelligence to identify issues, establish priorities, and measure results. Technology & AI Orientation — Actively identifies ways technology and AI can improve recruiting effectiveness while maintaining appropriate human judgment and governance. Execution & Accountability — Establishes clear priorities, drives disciplined execution, and holds the function accountable for measurable outcomes. Influence & Partnership — Builds credibility with senior leaders and constructively challenges hiring practices when necessary. Talent Developer — Builds the capability of the recruiting team and creates an environment of high performance, continuous improvement, and shared accountability. Measures of Success Success in the role will be demonstrated through a modern, scalable Talent Acquisition function that: Delivers high-quality talent against business needs with improved speed and predictability. Creates proactive pipelines for critical and difficult-to-fill roles. Provides a consistent, high-quality candidate and hiring-manager experience. Uses technology and AI to increase recruiter capacity and effectiveness. Reduces unnecessary agency dependency and improves recruiting ROI. Provides meaningful TA analytics and workforce insights to business leaders. Builds a compelling digital career presence and employer brand. Develops a high-performing recruiting team viewed by the business as a strategic talent partner. This position requires applicants to be authorized to work in the US without sponsorship; TestEquity does not sponsor applicants for work visas. TestEquity provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.