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Open nowPosted 12 days ago

Director, Talent Acquisition

Moonshot22 open roles

Where
Denton
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Your applicationOpen nowDirector, Talent AcquisitionMoonshot · Denton

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The clock on this job

Early applications get read.

12.4% of postings close within 7 days. Measured by our own scanner across the market. Moonshot postings stay open a median of 16 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.4%7 days
  4. 20.0%14 days
  5. 35.5%30 days
  6. 58.6%60 days
This job: posted 12 days ago

Moonshot median: 16 days open

The posting

Director of Talent Acquisition

Overview

Moonshot is hiring a Director of Talent Acquisition to lead and scale the recruiting function supporting the company’s continued growth across engineering, manufacturing, operations, commercial functions, and leadership.

This role owns the talent acquisition system at Moonshot, from workforce planning and recruiting strategy through sourcing, selection, offer, and onboarding. Reporting to the Chief Human Resources Officer, the Director will lead the existing recruiting organization, build and develop the team to support continued growth, establish scalable processes and systems, and partner directly with business leaders to ensure hiring keeps pace with growth.

This is a builder role. The Director will inherit an existing foundation, but will be expected to strengthen it, build the team around it, and create the recruiting infrastructure required for the next stage of Moonshot’s growth. This person must be comfortable operating as both a functional leader and a hands-on recruiter, remaining directly involved in critical and difficult-to-fill searches while developing a team capable of executing at scale.

Key Responsibilities

  1. Talent Acquisition Leadership & Team Building: Lead and scale Moonshot’s Talent Acquisition function. Develop the existing team, define roles and responsibilities, identify future hiring needs, and build a high-performing recruiting organization capable of supporting several hundred hires across the business.
  2. Recruiting Strategy & Execution: Own recruiting strategy across engineering, manufacturing, operations, skilled technical talent, corporate functions, and leadership. Remain hands-on with executive, specialized, and difficult-to-fill searches while ensuring the broader team delivers against hiring priorities.
  3. Business Partnership & Workforce Planning: Partner directly with executive and functional leaders to translate business plans, manufacturing capacity, and organizational growth into actionable hiring plans. Establish clear priorities, talent profiles, recruiting strategies, and accountability with hiring managers.
  4. Sourcing & Talent Pipeline Development: Build proactive sourcing strategies for competitive engineering, technical, data center, power infrastructure, manufacturing, and leadership talent. Develop repeatable talent pipelines for critical and difficult-to-fill roles.
  5. Process & Operating Rhythm: Establish scalable recruiting processes across intake, sourcing, screening, interviewing, selection, offers, and onboarding. Build consistent operating rhythms with hiring leaders around requisition prioritization, pipeline reviews, feedback, and decision-making.
  6. Systems, Data & Reporting: Improve the systems and technology supporting Talent Acquisition, including ATS workflows, automation, reporting, and data quality. Establish meaningful recruiting metrics around pipeline health, hiring velocity, time to fill, time to hire, source effectiveness, and other key performance indicators.
  7. Candidate Engagement & Closing: Create a high-touch candidate experience appropriate for highly competitive technical and leadership markets. Build strong closing practices and ensure recruiters and hiring leaders work together effectively to secure priority talent.
  8. External Recruiting Partnerships: Build and maintain strong, collaborative relationships with external recruiting partners. Set clear expectations around quality, communication, responsiveness, and cost while continuing Moonshot’s standard of being a transparent, engaged client that strong recruiting partners want to work with.
  9. Continuous Improvement: Identify bottlenecks across the recruiting lifecycle and implement practical solutions that improve speed, quality, visibility, and hiring-manager experience as Moonshot continues to scale.

Qualifications

Experience:

  • 10+ years of progressive Talent Acquisition experience, including leadership of recruiting teams or functions in high-growth environments.
  • Proven track record building or scaling an internal Talent Acquisition function, including team capacity, processes, systems, metrics, and operating rhythms.
  • Strong experience recruiting engineering and technical talent, including mechanical, electrical, controls, power, software development, AI, and other specialized functions. Manufacturing, production, industrial, or other operational recruiting experience strongly preferred.
  • Experience managing significant hiring volume while also supporting specialized, leadership, and executive searches and building proactive pipelines for difficult-to-find talent.
  • Strong executive partnership experience across workforce planning, recruiting strategy, hiring priorities, and accountability.
  • Experience implementing, migrating, or materially improving ATS and recruiting technology.
  • Data center, electrical equipment, power infrastructure, mission-critical infrastructure, industrial manufacturing, or adjacent technical experience strongly preferred.

Leadership & Operating Skills:

  • Builder mentality with the ability to create structure without unnecessary bureaucracy.
  • Comfortable operating as both a strategic leader and a hands-on recruiter.
  • Strong sourcing instincts and candidate-closing skills in competitive technical markets.
  • Ability to lead, coach, and hold a recruiting team accountable for results.
  • Executive presence and the ability to advise, influence, and challenge hiring leaders.
  • Data-driven, high-urgency operator comfortable making decisions in a fast-moving growth environment.

Education:

  • Bachelor’s degree or equivalent experience.
  • Engineering or other technical educational background is a plus.

Why Moonshot?

  • Scale: Build the recruiting organization for a business that has grown more than 3800% in the last several years and is continuing to expand with the data center market.
  • Ownership: Lead and shape the Talent Acquisition function, including the team, processes, systems, and recruiting strategy.
  • Impact: Directly influence Moonshot’s ability to add the engineering, manufacturing, operational, and leadership talent required to support continued growth.
  • Builder Culture: Join an organization that values speed, accountability, practical problem-solving, and execution.
  • Growth: Build a function that will continue to expand in scope and importance alongside the business.
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