Sr. Director, Talent Acquisition

Location

Foster City, CA (Hybrid) In office M,W,F

Full time

People

• Compensation is determined based on career level, with the base salary for this role ranging from $325K – $375K
  • Offers Equity
  • Offers Bonus
  • Performance Based Bonus

Replit is the agentic software creation platform that enables anyone to build applications using natural language. With millions of users worldwide and over 500,000 business users, Replit is democratizing software development by removing traditional barriers to application creation.

The Sr. Director, Talent Acquisition is a senior leadership role responsible for building and scaling a world-class recruiting organization that enables the company to grow rapidly while maintaining a high bar for talent quality and candidate experience. This role owns the end-to-end recruiting strategy across R&D, GTM, and G&A hiring, and partners closely with executive leadership to translate business priorities into scalable hiring plans.

You will design and lead the recruiting operating model, including workforce planning, employer branding, sourcing strategy, interview architecture, and hiring manager enablement. This role blends strategic leadership with hands‑on execution—you’ll coach executives, build recruiting infrastructure from the ground up, and step in directly where needed to unblock hiring. As a senior member of the People leadership team, you will shape how we attract talent, assess potential, and build diverse, high‑performing teams during a period of rapid growth.

• Build and scale the Recruiting function to support aggressive growth across R&D, GTM, and G&A, while maintaining a consistently high hiring bar.

• Own the company‑wide recruiting strategy, including workforce planning, capacity modeling, prioritization, and hiring roadmap development in partnership with executive leadership.

• Serve as a trusted advisor to executives and senior leaders on hiring strategy, talent market dynamics, role design, and hiring trade‑offs.

• Design and implement scalable recruiting processes, including sourcing strategy, interview frameworks, assessment standards, offer architecture, and closing strategy.

• Build a strong employer brand and candidate experience that clearly communicates our values, culture, and expectations at every stage of the funnel.

• Develop and enable hiring managers through training, tools, and coaching to improve interview quality, decision‑making, and accountability.

• Use recruiting data and market insights to drive decision‑making, identify bottlenecks, forecast risk, and continuously improve outcomes.

• Embed equitable practices into sourcing, interviewing, and selection processes.

• Partner closely with People Business Partners, Finance, and executive leadership to align hiring plans with org design and budget realities.

• Build, mentor, and retain a high‑performing recruiting team across sourcers, recruiters, and recruiting operations.

• Implement lightweight, scalable recruiting infrastructure and operating rhythms that enable speed without sacrificing quality.

• Continuously assess and evolve recruiting strategy as the company scales, ensuring the function grows ahead of demand rather than in reaction to it.

• 12+ years of progressive recruiting experience, including 5+ years leading recruiting teams in a high‑growth tech company.

• Demonstrated success building and scaling recruiting organizations through periods of rapid growth and change.

• Deep expertise across R&D, GTM, and G&A hiring, with strong judgment around prioritization and sequencing.

• Proven ability to influence and advise senior executives on talent strategy, hiring trade‑offs, and market realities.

• Strong understanding of modern sourcing strategies, interview design, and candidate assessment methodologies.

• Experience building recruiting processes and infrastructure from the ground up, not just operating mature systems.

• Highly analytical, with the ability to translate recruiting data into insights, forecasts, and strategic recommendations.

• Track record of building inclusive hiring practices and improving diversity outcomes in…