高级人才招聘总监
Senior Director of Talent Acquisition
关于Versapay 🚀
Versapay将应收账款（AR）转化为竞争优势。
低效的AR流程会减缓现金流并阻碍增长。Versapay消除摩擦，释放营运资金，并加速发展——为财务负责人提供他们需要的清晰度和控制力，以推动业务前进。
Versapay自动化应收账款流程，消除B2B付款收集和对账的障碍。我们的解决方案将财务团队、客户和业务系统连接到一个生态系统中，确保现金流的清晰度。目前，Versapay拥有超过10,000名客户，500多万家公司在这个平台上交易，每年处理超过1.1亿笔交易和2570亿美元。
你觉得你可能是下一个副总裁加入我们吗？继续阅读吧！
关于该职位
我们正在寻找一位高级人才招聘总监，负责领导我们的招聘职能，并掌控如何找到、评估和雇佣将推动我们下一阶段增长的人才。直接向首席人力资源官汇报，你将领导招聘团队，并与高管团队和业务领导者直接合作，将合适的人才放到合适的岗位上。我们是一家高增长、由私募股权支持的技术公司，质量、速度、责任感和运营纪律至关重要。这是一个需要亲力亲为的招聘领导职位，适合能够管理一个职能、主导招聘、与招聘经理合作并帮助我们建立团队的人。
我们是一家平等机会雇主，重视公司内的多样性。我们不基于种族、宗教、肤色、国籍、性别、性取向、年龄、婚姻状况、退伍军人身份或残疾状况进行歧视。
你会做什么
打造人才招聘引擎
- 与首席人才官和高管团队合作，负责并持续优化企业级人才招聘策略。
- 在整个公司范围内定义一致的招聘标准、结构化的评估实践和高质量招聘的期望。
- 围绕公司最关键的技能和增长重点制定招聘计划。
- 早期识别招聘和能力缺口，并推动行动来弥补这些差距。
领导人才招聘日常事务
- 全程负责高质量招聘，与业务领导者合作进行关键和高管招聘。
- 为高优先级职位建立强大的人才库，并确保招聘经理及时做出明智的决策。
- 利用数据、技术、AI和自动化提高招聘效率、人才库可见性和决策质量。
查看英文原文
About Versapay 🚀
Versapay turns accounts receivable (AR) into a competitive advantage.
Inefficient AR processes slow cash flow and stall growth. Versapay removes friction, unlocks working capital, and accelerates momentum — giving finance leaders the clarity and control they need to drive business forward.
Versapay automates accounts receivable, removing barriers to collecting and reconciling B2B payments. Our solutions connect finance teams, customers, and business systems in one ecosystem to ensure cash flow clarity. With over 10,000 customers and 5M+ companies transacting on the platform, Versapay processes over 110M transactions and $257B annually.
Think you might be the next Veep to join? Read on!!
About the Role
We are looking for a Senior Director of Talent Acquisition to lead our Talent Acquisition function and own how we find, assess, and hire the people who will carry our next stage of growth. Reporting directly to the Chief People Officer, you will lead the recruiting team and partner directly with the executive team and business leaders to get the right people into the right roles. We are a high-growth, PE-backed technology company where quality, speed, accountability, and operating discipline matter. This is a hands-on recruiting leadership role for someone who can run a function, carry a search, work with hiring managers, and help us build.
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
What You'll Do
Build the Talent Acquisition Engine
- Own and evolve the enterprise talent acquisition strategy in partnership with the CPO and executive leadership team.
- Define consistent hiring standards, structured assessment practices, and quality-of-hire expectations across the company.
- Build hiring plans around the company's most critical capabilities and growth priorities.
- Identify hiring and capability gaps early and drive action to close them.
Lead Talent Acquisition Day-to-Day
- Own quality of hire end-to-end, partnering with business leaders on critical and executive searches.
- Build strong pipelines for high-priority roles and ensure hiring managers make timely, well- informed decisions.
- Use data, technology, AI, and automation to improve recruiting efficiency, pipeline visibility, and decision quality.
- Lead, coach, and develop the recruiting team, setting clear priorities, capacity plans, performance expectations, and standards of work.
Be a Strategic Executive Partner
- Serve as a trusted advisor to the CPO, CEO, and executive leadership team on talent and organizational decisions.
- Translate talent data into clear business insights, risks, and recommendations.
- Deliver real-time market intelligence and compensation benchmarking to inform hiring decisions, workforce planning, and offer strategies.
What You Bring
Required
- 10-12+ years of progressive experience in Talent Acquisition or recruiting, including experience leading a talent acquisition team.
- Experience in high-growth technology, SaaS, fintech, or similarly dynamic environments.
- A demonstrated track record of building recruiting strategies, teams, processes, and programs that scale.
- Deep hands-on recruiting and candidate assessment expertise, including executive and critical- role hiring.
- A highly analytical, data-driven approach to talent decisions, with sound judgment and strong business orientation.
- A bias toward action, with the ability to move between strategic thinking and hands-on execution.
- The ability to operate effectively in an environment where growth, efficiency, and accountability are equally important.
- Strong executive presence and proven credibility with senior leaders.
Preferred
- Experience operating in a PE-backed, private-equity, or highly performance-oriented environment.
- Experience using AI and emerging technology to improve how candidates are identified, assessed, selected, and engaged.
- Experience recruiting within both Canadian and US markets, including understanding differences in talent landscapes and recruitment strategies, is an asset.