Vice President, Talent Acquisition

The opportunity:

Making robotic surgery accessible to every patient starts with exceptional people. As Intuitive grows globally, the Vice President, Talent Acquisition will help us attract and hire the talent to advance that ambition-and build a TA organization ready to deliver at greater scale.

We're looking for someone who takes the time to understand the business and its people, earns trust through honest conversations and follow-through, and brings fresh perspective to how we work. A leader who listens closely, challenges thoughtfully, and gives people a clear reason to embrace change.

Working closely with executives, Finance, and HR, you'll help shape the talent decisions behind our growth. You'll build on the team's strengths while making the changes needed to simplify hiring, strengthen our global capabilities, and deliver consistently across markets.

What you'll lead:
This individual must be passionate about building a strong team in support of a great company. We're looking for a leader who is deeply curious about the business, builds trusted relationships across teams and across regions, and sees opportunities to rethink how we attract and hire talent globally. Someone who brings fresh perspectives, turns ideas into results, and inspires a global team to do its best work.

This is an opportunity to shape the future of TA at a defining moment in Intuitive's growth.
What this looks like:

• Shape talent strategy with the business. Engage executives and our HR function early in business planning. Translate growth priorities into a multi-year talent acquisition strategy, bringing informed advice on talent availability, location, and hiring trade-offs.
• Connect workforce plans to delivery. Build a regular planning rhythm with Finance, the business, and HR that aligns hiring priorities, timing, investment, and recruiting capacity. Own global hiring performance and the TA budget, making commitments clear and addressing gaps early.
• Build a truly global function. Strengthen regional leadership and recruiting capabilities, particularly outside the US. Involve regional teams in designing shared systems and processes so they work across markets, with clear accountability and room for local judgment.
• Bring fresh thinking to how we hire. Question processes that add work without adding value. Introduce technology, automation, and new approaches where they improve hiring outcomes, and help teams adopt changes that make a lasting difference.
• Make data meaningful. Bring together hiring performance, talent market intelligence, and workforce trends to explain what's changing, why it matters, and what we should do next. Help leaders use those insights to make better decisions...
• Develop an exceptional team. Give leaders and recruiters clear direction...
• Lead as one HR team. Work closely...