Director of Talent Acquisition (Remote)

The Role We're looking for a Director of Talent Acquisition to build and scale our recruiting function. You'll own the full talent acquisition strategy—from sourcing pipelines to closing senior tech hires—while partnering directly with leadership to position Teramind as an employer of choice in a competitive market. This role reports to the COO and requires someone who can operate strategically while staying hands-on with critical searches. What You'll Own • Build and lead the TA team with focus on senior-level tech recruiting—set KPIs, design technical interview frameworks, and drive quality of hire and time-to-fill metrics for engineering, product, and technical leadership roles • Develop and execute specialized recruitment strategies for hard-to-fill technical positions (cybersecurity engineers, software architects, data scientists) while partnering with leadership on workforce planning and organizational design • Define Teramind's employer brand for tech talent and optimize multi-channel sourcing strategies—direct sourcing, agencies, referrals, and passive pipelines—to build talent communities for critical technical roles • Leverage AI-powered recruiting tools and platforms to improve efficiency, candidate experience, and technical assessment processes throughout the hiring funnel • Own ATS optimization and recruiting tech stack decisions while establishing data-driven frameworks to analyze funnel metrics, source effectiveness, diversity hiring, and retention correlation that inform business strategy What You Bring • 8+ years in talent acquisition, with at least 2 years managing recruiting teams • Proven track record recruiting senior-level technical talent (engineering, product, data roles) • Experience building TA functions from the ground up in high-growth or distributed companies • Deep knowledge of modern sourcing techniques, AI recruiting tools, and talent market dynamics • Strong grasp of global hiring: compliance, remote team management, multi-country recruiting • Analytical mindset with experience using recruiting metrics to drive strategy • Ability to influence executives and hiring managers without direct authority • Experience in cybersecurity, SaaS, or enterprise software markets