Director of Corporate Talent Acquisition

Knit Well Group, a specialty retail operating company, comprises some of the most iconic brands in America – Ann Taylor, Chico's, Haven Well Within, Lane Bryant, LOFT, Soma, Talbots, White House Black Market. Individually, our brands are unique and strong. Together, we are powerful.

Our common thread is our commitment to create exceptional products, provide memorable experiences, and achieve superior results. Our associates are innovators who thrive through collaboration and are dedicated to excellence. At the heart of it all are the customers we serve. We are dedicated to creating fashion that not only looks good but also makes our customers feel good.

Director, Corporate Talent Acquisition
- Knit Well

The Director of Corporate Talent Acquisition leads corporate recruiting strategy for a multi-brand retail organization with approximately 40,000 associates across the U.S. and Canada.

This role oversees corporate TA execution,builds scalablerecruitingcapabilities, and strengthens pipelines for executive leadership, merchandising,product,planning, design, marketing, digital, technology, finance, HR, and shared services.

Leading TA Managers, Recruiters,and Recruiting Operations resources, this leader sets priorities,improves hiring quality and speed, and advises executives, HR Business Partners,andhiring leaders in a complex, matrixed environment with diverse brand identities, leadership teams, and shared corporate functions.

• Develop and execute a corporate talent acquisition strategy aligned to business priorities, workforce plans, and future capability needs.
• Lead, coach, and develop TA Managers, Recruiters, and Recruiting Operations associates across multiple brands and corporate functions.
• Build a high-performing, engaged recruiting team by setting clear expectations, creating development paths, strengthening accountability, and addressing capability or performance gaps directly.
• Provide ongoing coaching through regular talent reviews, performance management, career planning, stretch assignments, and leadership development to elevate individual and team performance.
• Set recruiting priorities, operating standards, service models, capacity plans, performance expectations, and governance practices.
• Translate workforce plans, succession gaps, organizational changes, and growth priorities into proactive recruiting and pipeline strategies.

• Lead executive search strategy for Vice President, Senior Vice President, C-suite, and other critical leadership roles.
• Advise executive leaders on search strategy, talent market conditions, candidate assessment, and offer approach.
• Build external leadership talent maps and pipelines for critical business functions.
• Deliver confidential, professional, and high-quality executive candidate experiences.

• Create targeted recruiting strategies for competitive and business-critical functions, including merchandising, design, planning and allocation, marketing, digital commerce, data and analytics, and technology.
• Build talent communities, external networks, and strategic pipelines before hiring demand materializes.
• Provide market intelligence on talent availability, compensation trends, capability gaps, and competitive hiring activity.

• Improve recruiting processes, workflows, service levels, and recruiter productivity.
• Simplify recruiting through standardization, automation, and technology enablement.
• Lead adoption and optimization of ATS, sourcing platforms, analytics, and responsible AI-enabled recruiting capabilities.
• Maintain dashboards and reporting that show hiring performance, risks, and business impact.

• Partner with Communications, Marketing, HR, Finance, Compensation, Total Rewards, and business leaders to support talent attraction, candidate engagement, and hiring decisions.
• Ensure candidate-facing content reflects brand culture, career opportunities, and the employee value proposition in partnership with appropriate internal teams.
• Drive a consistent, high-quality candidate experience from initial engagement through onboarding.
• Provide counsel on talent availability, compensation competitiveness, organizational design implications, and recruiting strategies.

• Bachelor’s degree or equivalent experience.
• 10+ years of…