Senior Director, Talent Acquisition

The Role
Reporting to the Head of Talent Acquisition, who will continue to lead academic teacher recruitment, executive search, and TA operations & systems, the Senior Director, Talent Acquisition will lead all of Success Academy’s non-instructional recruiting, corporate recruiting, and arts & athletics recruiting — and run it as one high-performing, metrics-driven operation. You lead through a bench of Leads and managers, hold your teams to hiring goals, and personally set the pace and energy of the floor.

This is a hands-on, high-energy operating role — not an advisory or process-design seat. The right person leads from the front, is energized by targets and metrics, and knows how to get discretionary effort out of a fast-moving team. You will inherit established teams and stand up new ones — including our new Florida market — growing the team as Success Academy grows.

What You Will Own
You will lead several recruiting teams — roughly 20+ recruiters and managers through a bench of 3–5 Leads — spanning:

Non-instructional recruiting — full-cycle recruiters who source and hire school operations, registrar, data, and other non-teaching roles.
Corporate recruiting — full-cycle recruiting for the corporate office.
Arts & athletics recruiting — specialized hiring for music, chess, dance, theater, and athletics roles – to name a few.
Florida expansion — partner with TA leadership to build the Florida TA Team and operations— a team of a Team Lead (the front-line manager), two recruiters, a sourcer, and a coordinator — covering both instructional and non-instructional hiring.

Key Responsibilities
Own day-to-day leadership, execution, and results across non-instructional, corporate, and arts & athletics — and represent the function when the Head is out.
Run your teams like a high-performing sales organization: set daily and weekly activity targets, monitor pipeline, conversion, and quality-of-hire metrics in real time, and coach Leads and recruiters to the number.
Lead, hire, and develop a bench of recruiting Leads and managers; set a high performance bar, give direct feedback, and act quickly on both top performers and under-performance.
Forecast hiring demand and set capacity, headcount, and coverage plans; reallocate resources across your teams to hit aggressive volume goals.
partner with TA leadership to build the Florida TA Team and operations— (a Team Lead who serves as the front-line manager, two recruiters, a sourcer, and a coordinator) across instructional and non-instructional hiring.
Optimize and streamline the end-to-end recruiting process to improve candidate experience, reduce corporate time-to-hire, and raise the quality of hire — moving fast and iterating.
Own vendor and agency relationships and drive agency reduction.
Partner with the Head of TA and the TA strategy/operations function to turn enterprise plans into weekly results.
Build strong, credible relationships with school and corporate hiring managers, People partners, and senior leaders to align on needs and deliver.

Who You Are — Required Experience
8–10+ years in recruiting / talent acquisition, including 4+ years leading recruiters through managers in a high-volume, metrics-intensive environment.
A track record leading a high-velocity recruiting engine in one of these settings, where you personally carried and hit aggressive activity and hiring targets:
a search firm or staffing/recruiting agency (senior leadership over a producing team — ideal given the full-cycle, high-volume scope of this role), or
a fast-paced, technology-forward, high-growth (small-to-mid-sized) company running high-volume recruiting.
Demonstrated ability to manage recruiting like a sales floor — activity metrics, pipeline and conversion discipline, quotas, and daily coaching that lifts a team’s output.
Hands-on across the full recruiting lifecycle, from sourcing through close.
Proven builder and scaler who has stood up new teams, markets, or functions in a fast-growth setting.
Fluency with a modern recruiting tech stack (Greenhouse strongly preferred; GEM, BrightHire, or similar) and a bias for adopting new technology quickly.
Bachelor’s degree, or an equivalent combination of education and experience.