Director, Talent Acquisition

What You Will Do

As Recruiting Director, you’ll build and lead a scalable talent acquisition function that keeps pace with Chomps’ growth. You’ll own recruiting strategy end-to-end, from workforce planning and pipeline development to employer branding and hiring systems, while coaching and developing the Talent Acquisition team.

Reporting directly to the Senior Director, People & Culture, you’ll lead the execution of Chomps’ hiring roadmap and serve as the company’s senior voice on all things recruiting.

Responsibilities

Recruiting Strategy & Execution

• Own the end-to-end recruiting strategy, translating Chomps’ hiring roadmap and workforce plan into scalable sourcing, screening, and hiring programs.
• Partner with the SVP, People and Senior Director, People & Culture on annual and quarterly hiring plans, forecasting headcount needs against Chomps’ growth trajectory.
• Open and prioritize requisitions within the approved headcount plan.
• Serve as the escalation point for roles facing process, sourcing, or approval blockers, resolving issues quickly to keep searches moving.
• Own executive-level and niche searches, partnering closely with leadership to define role requirements, build targeted sourcing strategies, and deliver high-quality candidate pipelines.
• Set recruiting priorities and standards across all requisitions, ensuring hiring managers and interview teams operate to a consistent, high bar.

Team Leadership & Development

• Manage, coach, and develop the Talent Acquisition team by providing clear goals, feedback, and direction across recruiting priorities, workload, performance, and development.
• Foster a collaborative, accountable team culture that scales cleanly as hiring volume grows.

Systems, Process & Data

• Own the recruiting tech stack (Greenhouse, LinkedIn Recruiter, Handshake), driving adoption and continuous improvement.
• Maintain recruiting funnel and efficiency metrics and use data to identify bottlenecks and opportunities.
• Build and evolve recruiting reporting to provide clear leadership visibility into pipeline health, hiring progress, team capacity, and key recruiting trends.
• Identify and implement AI automation opportunities across the recruiting lifecycle to streamline administrative work, improve candidate communication, strengthen data quality, and increase team capacity for strategic recruiting activities.

Employer Branding & Candidate Experience

• Partner with People Team leadership to maintain and strengthen Chomps’ employer brand positioning, ensuring the company continues to stand out as an employer of choice in a competitive CPG market.
• Expand and nurture talent pools and communities for hard-to-fill and future roles.

Cross-Functional Partnership & Compensation

• Advise department leaders on org design, role scoping, and competitive offers.
• Manage compensation benchmarking to keep offers competitive and equitable.
• Own all third-party recruiting agency relationships and vendor decisions.
• Provide a regular hiring-health update (pipeline, time-to-fill, open roles) to the People Team leadership.

Recruiting Compliance & Risk Management

• Ensure hiring practices comply with EEO, OFCCP, and other applicable employment regulations, partnering with our PEO as needed.
• Maintain data integrity and audit readiness across the ATS, recruiting records, and compliance-related hiring documentation.
• Champion fairness, transparency, and consistency across all hiring practices as the organization scales.

Who You Are

• 8+ years of progressive talent acquisition/recruiting experience, including 2+ years leading recruiters or a TA function
• Bachelor's degree in Human Resources, Business, or related field preferred
• Proven ability to scale recruiting operations through periods of headcount growth
• Strong leadership and coaching skills, with experience developing high-performing recruiting teams through growth and change
• Deep knowledge of full-cycle recruiting, ATS platforms (Greenhouse or similar), and sourcing tools
• Data-driven and analytical, with the ability to translate recruiting metrics and reporting into clear actions, recommendations, and leadership updates
• Excellent communication, collaboration, and influencing skills across all levels, including executive leadership
• Passion for purpose-driven brands, culture-building, and high-quality food/CPG space a plus
• Experience working with remote teams.
• Experience navigating an international brand landscape
• Highly ethical and able to deal with confidential issues with tact & discretion
• Ability to be entrepreneurial and methodical
• Results-oriented and process driven, with high expectations of self and team
• Collaborative mindset with the ability to build trust, communicate clearly, and work effectively across teams