At SnapSoft, we are entering a new phase of focused, accelerated growth and are looking for a Talent Acquisition leader to build and scale a high-performing, specialized recruiting function to support our expansion from 150 to 300 employees globally.This role combines strategic leadership with hands-on execution. You will design and implement a best-in-class Talent Acquisition function while actively managing pipelines, partnering closely with hiring managers, and ensuring a consistent, high-quality candidate experience. You will play a key role in shifting our current generalist recruiting model into a more specialized, data-driven approach that delivers top strategic talent.In the initial phase, you will operate as a player-coach—leading the transformation of the recruiting function, hiring key team members, and personally managing critical searches. As the team grows, you will transition ownership of requisitions while focusing on pipeline strategy, market intelligence, metrics, and continuous improvement.We are looking for a team builder who combines strategic thinking with strong operational discipline, and who is passionate about quality of hire, scalable processes, and building trusted partnerships with the business.Core Responsibilities:Lead the Specialized TA Function<ul><li>Restructure the TA team from generalist to specialized roles, ensuring clarity on how the new model improves velocity and quality.</li><li>Hire, mentor, and manage a growing team, scaling the function in line with business needs.</li><li>Define clear roles, metrics, and career paths where every team member feels empowered to grow.</li><li>Connect daily work to company goals and ensure timely team awareness of progress.</li><li>If alignment with the VP of People isn't possible, you're comfortable disagreeing and committing once a direction is set.</li></ul>Drive Strategic Talent Outcomes &amp; Partnership<ul><li>Own full-cycle recruiting strategy for all roles (billable, non-billable, leadership), ensuring talent strategy aligns with culture strategy.</li><li>Partner with hiring managers to prioritize roles, set realistic timelines, build strong pipelines, and deliver hiring outcomes. You manage expectations and do not overcommit.</li><li>Champion a feedback culture by giving and requesting regular feedback from partners and your team.</li><li>Facilitate difficult conversations with openness when stakeholder misalignment requires it.</li><li>Ensure a consistent, positive candidate experience across all hiring processes.</li></ul>Optimize Processes &amp; Track Performance <ul><li>Design scalable recruiting processes and tools that support our growth trajectory.</li><li>Track metrics such as pipeline health, time-to-fill, and offer acceptance rates, using data to guide team priorities.</li><li>Own the TA budget, vendor relationships, and tooling stack.</li><li>Mentor hiring managers on effective interviewing, balancing their need for speed with the organization's need for quality.</li></ul>

Talent Acquisition Manager

Team Lead

Talent Acquisition Manager

Team Lead

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