Director of Talent Acquisition

Rockbot is building a People & Talent organization capable of operating at the same high standard on both halves of the function. The People side already has that leadership in place; Talent Acquisition is the remaining gap. Today, recruiting runs through a strong technical recruiter and a senior GTM recruiting consultant — a structure that has served us well, but wasn’t built for permanent leadership, strategic senior-level search, or the operational maturity — not just execute within TA’s lane.

What You’ll Own:

• Build and continuously improve a best-in-class Talent Acquisition function — the playbooks, systems, and operating rhythms recruiting runs on day to day.
• Bring AI and automation deep into the recruiting workflow — sourcing, screening, scheduling, candidate communication, and reporting — in partnership with the technical recruiter leading the Ashby rollout, so the new tooling actually changes how the team works, not just what system it logs into.
• Build and maintain leadership-level recruiting dashboards and reporting that give executives real visibility into pipeline health, hiring velocity, and hiring quality — not just activity counts.
• Coach and develop hiring managers into stronger interviewers and talent assessors; raise interview quality and consistency across the company.
• Lead and grow the recruiting team while staying personally hands-on with the company’s highest-impact searches.
• Personally run a focused portfolio of Rockbot’s most critical searches: executive leadership, Director-level roles, Enterprise Sales/GTM leadership, and other business-critical or hard-to-fill positions.
• Build trusted, consultative partnerships with executives and hiring managers across the business.
• Use recruiting metrics and data to drive continuous improvement and organizational learning.

What Success Looks Like:

• A recruiting function operating at the same level as Rockbot’s People organization.
• Scalable systems, playbooks, and operating rhythms that don’t depend on any one person.
• AI genuinely embedded in day-to-day recruiting workflows — sourcing, screening, scheduling, reporting — not just discussed in theory.
• Executives have real-time visibility into recruiting health through dashboards and reporting this person built or upgraded.
• Hiring managers who have measurably become better interviewers and talent assessors.
• Higher, more consistent hiring quality across the organization.
• A recruiting team that’s led well, and a leader who stays connected to the market through their own active search load.
• Trusted partnerships with executives and hiring managers.
• A culture of using metrics — not gut feel — to keep improving.

Reporting & Team Structure:

• Reports to the VP, People & Talent, who owns org design, workforce planning, employer brand, and hiring philosophy. This role owns execution: leading the recruiting team, building Recruiting Operations, coaching hiring managers, and personally leading the highest-stakes searches — the same operating model already in place on the People side (VP / Director partnership).
• Leads Rockbot’s in-house recruiting team, setting the day-to-day standard for how the company recruits.
• Rockbot’s senior technical recruiter is leading our transition to Ashby, our new ATS. This role doesn’t own that migration — it owns what comes next: the playbooks, training, and operating rhythms that turn Ashby into a fully modern, AI-augmented recruiting workflow the whole team runs on.
• Collaborates with Marketing and People on employer branding initiatives — brings recruiting’s perspective and helps activate campaigns, without owning employer brand strategy itself (that stays with the VP, People & Talent).

What We’re Looking For:

• High judgment — required, not a nice-to-have. This person will run executive-level searches, coach hiring managers on high-stakes calls, and sit close to sensitive people decisions; Rockbot needs to trust their calls without checking their work.
• Experience across both technical and GTM/Sales recruiting — real depth in one with strong exposure to the other is fine; this is not a checklist hire.
• Demonstrated operational capability, not just interest in it — you’ve built leadership-facing dashboards, reporting, and metrics that translated into real business decisions. Extra credit if you’re already building and modernizing recruiting workflows with AI tooling today, not just planning to.
• A track record building or scaling Recruiting Operations: process, tooling such as Ashby, Claude AI, JuiceBox, LinkedIn Recruiter or other AI sourcing tools, analytics, and vendor evaluation.
• Executive search experience — you’ve personally led senior/executive-level searches, not just supported them.
• Strong operational rigor paired with genuine intellectual curiosity — this role is as much systems-builder as recruiter.
• A player-coach mentality: comfortable leading a small team while staying personally in the work.
• The credibility to be a trusted advisor to executives and hiring managers, not an intake order-taker.
• Comfort operating in a lean organization, where every Director leads through both strategy and execution.
• Background at a high-bar, fast-moving company — tech, media, SaaS, or similar — where you’ve seen firsthand what modern, high-caliber Talent Acquisition looks like and can bring that standard to Rockbot.
• Remote, with a preference for candidates based on the West Coast; open to the right person outside that footprint.
• Self-driven, with real energy and initiative — Rockbot’s fully remote model is one of our biggest advantages and one of our biggest challenges. This role needs someone who creates their own momentum and structure without an office around them, not someone who needs one.