Director, Global Head of Recruiting

What you will do Lead and develop a high-performing, globally distributed recruiting team, while personally owning a req load and leading searches directly — modeling the standard you expect from the team

Partner with stakeholders across every hub to ensure hiring strategy reflects the realities of each local market and business unit

Own requisition administration and management, partnering closely with FP&A on headcount planning, budget tracking, and forecasting against approved plan

Redesign and modernize recruiting processes and infrastructure, leveraging the newest technologies to fundamentally change how the TA function sources, assesses, and closes talent — not just layering AI tools onto existing workflows

Build recruiting operations as a true foundation for the function: process design, data infrastructure, reporting cadence, and systems that let the team scale without breaking

Lead full-cycle recruiting for a mix of highly technical engineering roles and high-growth B2B SaaS GTM roles, building talent-dense teams across both domains

Own recruiting metrics and reporting using data to drive continuous improvement

Partner with the Compensation Director to inform and align on competitive offers across global markets, bringing market intelligence to compensation strategy and decisions

Build strong partnership with HR Operations, working closely on visas/immigration, right-to-work verification, onboarding, and background checks to ensure a seamless candidate-to-employee transition

Build and evolve employer branding and talent marketing strategies to strengthen Sonar's positioning as a top destination for AI, engineering, and GTM talent

Own the recruiting technology stack (ATS, sourcing tools, assessment platforms) and lead evaluation and adoption of new tools as the team scales

Ensure compliance with local employment and hiring regulations across all global hub locations

Champion a consistent, high-quality candidate experience from first touch through offer and onboarding

Experience and qualifications Have 10+ years of recruiting experience, including tenured experience running a high-performing team and function while directly owning a req load

Have wide and deep experience across both technical and non-technical recruiting — including highly technical engineering recruitment and building a talent-dense GTM division within a high-growth B2B SaaS company

Have proven, hands-on experience rebuilding a recruiting process using the newest technologies to fundamentally optimize how a TA team operates — deeper than prompting LLMs, this means having led the redesign itself

Have a strong background in recruiting operations, with a genuine passion for why recops is the foundation of a successful, scalable recruiting team

Have experience managing requisition administration and recruiting budgets, with a track record of close partnership with FP&A on headcount planning and forecasting

Have experience negotiating commercial terms and contracts with recruiting agencies, working closely with Procurement and Legal to drive value and manage vendor spend effectively

Have working knowledge of compensation practices across global markets, and can contribute meaningfully to compensation strategy in partnership with a Compensation Director

Have strong experience partnering with HR Operations on visas/immigration, right-to-work, onboarding, and background check processes

Have experience leading globally distributed recruiting teams and partnering with stakeholders across multiple international markets and time zones

Have demonstrated success operating as both a strategic leader and an individual contributor — comfortable setting vision and strategy while staying hands-on with sourcing and closing

Bring strong data fluency, with a track record of using recruiting metrics to drive decision-making and process improvement

Have experience partnering with senior executives and acting as a strategic advisor on talent and organizational planning

Have led employer branding or talent marketing initiatives that measurably improved candidate pipeline quality or volume

Bring excellent judgment, discretion, and communication skills, with the ability to influence stakeholders at all levels and across cultures

Be based in, or willing to relocate to, Austin, Texas, with a commitment to the in-office collaboration model