Director, Talent Acquisition

Rockbot is building a People & Talent organization capable of operating at the same high standard on both halves of the function. The People side already has that leadership in place;
Talent Acquisition is the remaining gap. Today, recruiting runs through a strong technical recruiter and a senior GTM recruiting consultant — a structure that has served us well, but wasn't built for permanent leadership, strategic senior-level search, or the operational maturity — not just execute within TA's lane.

• Build and continuously improve a best-in-class Talent Acquisition function — the playbooks, systems, and operating rhythms recruiting runs on day to day.
• Bring AI and automation deep into the recruiting workflow — sourcing, screening, scheduling, candidate communication, and reporting — in partnership with the technical recruiter leading the Ashby rollout, so the new tooling actually changes how the team works, not just what system it logs into.
• Build and maintain leadership-level recruiting dashboards and reporting that give executives real visibility into pipeline health, hiring velocity, and hiring quality — not just activity counts.
• Coach and develop hiring managers into stronger interviewers and talent assessors; raise interview quality and consistency across the company.
• Lead and grow the recruiting team while staying personally hands-on with the company's highest-impact searches.
• Personally run a focused portfolio of Rockbot's most critical searches: executive leadership, Director-level roles, Enterprise Sales/GTM leadership, and other business-critical or hard-to-fill positions.
• Build trusted, consultative partnerships with executives and hiring managers across the business.
• Use recruiting metrics and data to drive continuous improvement and organizational learning.

• A recruiting function operating at the same level as Rockbot's People organization.
• Scalable systems, playbooks, and operating rhythms that don't depend on any one person.
• AI genuinely embedded in day-to-day recruiting workflows — sourcing, screening, scheduling, reporting — not just discussed in theory.
• Executives have real-time visibility into recruiting health through dashboards and reporting this person built or upgraded.
• Hiring managers who have measurably become better interviewers and talent assessors.
• Higher, more consistent hiring quality across the organization.
• A recruiting team that's led well, and a leader who stays connected to the market through their own active search load.
• Trusted partnerships with executives and hiring managers.
• A culture of using metrics — not gut feel — to keep improving.

• Reports to the VP, People & Talent, who owns org design, workforce planning, employer brand, and hiring philosophy. This role owns execution: leading the recruiting team, building Recruiting Operations, coaching hiring managers, and personally leading the highest-stakes searches — the same operating model already in place on the People side (VP / Director partnership).
• Leads Rockbot's in-house recruiting team, setting the day-to-day standard for how the company recruits.
• Rockbot's senior technical recruiter is leading our transition to Ashby, our new ATS. This role doesn't own that migration — it owns what comes next: the playbooks, training, and operating rhythms that turn Ashby into a fully modern, AI-augmented recruiting workflow the whole team runs on.
• Collaborates with Marketing and People on employer branding initiatives — brings recruiting's perspective and helps activate campaigns, without owning employer brand strategy itself (that stays with the VP, People & Talent).

• High judgment — required, not a nice-to-have. This person will run…