Head of Talent Acquisition recruitment
A Head of Talent Acquisition builds and runs your company's recruiting function for full-time hires. This search gives you a leader who can fix a broken hiring process, build an employer brand that attracts the right people, and keep your hiring costs under control.
The Head of Talent Acquisition role and its hiring market
A Head of Talent Acquisition owns your company's recruiting plan and the team that executes it. That means running the applicant tracking system, whether Greenhouse, Lever, iCIMS, or Workday Recruiting. They set employer brand, the recruiting budget, agency spend, and metrics like time to fill and offer acceptance. They report to the CHRO or CPO. In a smaller company, the CEO or COO may be the direct manager.
The market for a Head of Talent Acquisition moves fast. Strong candidates often have multiple serious conversations going at once, so a long interview process loses them. The most common mistake is hiring a senior recruiter who can fill requisitions but cannot build a hiring plan, manage a budget, or improve employer brand. Another mistake is bringing in someone who has only used one applicant tracking system and cannot adapt to yours. A third mistake is giving the title without the authority to change agency contracts or data reporting. You need someone who has done this job before at a company like yours. Do not settle for less.
What sets a strong Head of Talent Acquisition apart
Each of these can be checked in interview or through references before you make an offer.
- Numbers tell a story
- Ask for their last three roles and the time to fill, offer acceptance rate, and cost per hire they delivered. A strong candidate can explain what changed and why.
- Systems depth matters
- Have them walk through a recent implementation or redesign in Greenhouse, Lever, iCIMS, or Workday Recruiting. You want to hear them describe data fields, approval workflows, and reporting changes.
- They built an employer brand
- Ask to see a careers page or job posting they rewrote, plus the results. Check references on whether the candidate led the work or only reviewed it.
- They made a tough call
- Ask about a time they cut an agency, changed a compensation range, or refused a bad hire. Strong candidates point to the data behind the call.
How we screen Head of Talent Acquisition candidates
Screening starts with the resume, but the interview needs proof. Ask for SHRM-SCP or SPHR certification if the candidate holds one. Then dig into systems. Have them explain how they configured Greenhouse, Lever, iCIMS, or Workday Recruiting for a past employer. Give them a scenario: build a hiring plan for a new business unit, or fix a team with low offer acceptance rates. Check references for the size of the recruiting budget they managed, the number of direct reports, and their level of ownership of the applicant tracking system. Strong candidates give specific examples from past work.
What shapes Head of Talent Acquisition pay
Pay for a Head of Talent Acquisition is driven by the size of your company, the industry you operate in, and the location of the role. Scope matters too: a leader who manages a large team and a big recruiting budget earns more than one who works alone. Certifications such as SHRM-SCP or SPHR can affect pay in some markets. The compensation range is set with you before the search begins, using your budget and current market data. If your state requires pay range disclosure in job postings, we post the range in the ad.
Other talent acquisition roles we recruit
Hiring a Head of Talent Acquisition: common questions
How long does a Head of Talent Acquisition search take?
The search usually takes several weeks, depending on how quickly you can schedule interviews and make a decision. We keep a shortlist ready and move fast because these candidates often have multiple opportunities. Your availability for feedback matters most.
What if we have never hired a Head of Talent Acquisition before?
You give us your hiring goals and budget, and we build the job spec from that. We explain what level of experience fits your company size and stage. Then we bring you candidates who have done this work at similar companies.
Do we need someone with experience in our industry?
Industry experience helps but is not always required. A strong Head of Talent Acquisition from an adjacent industry can adapt quickly if they understand your pay bands, hiring volume, and location needs. We test for that with scenario questions.
How do we know if a candidate can fix our hiring process?
Ask for a diagnostic. During the final interview, give them a real problem such as high offer declines or a long time to fill. The best candidates outline a plan with owners, metrics, and a timeline before they leave the room. References can confirm whether they fixed similar problems in the past.
Send us your Head of Talent Acquisition role
Tell us the level, the pay range, the location and the systems your Head of Talent Acquisition will use. We will come back with a view of the market and a plan for the search.
Prefer email? Write to info@hr-recruitment-agency.com.
Monday to Friday, 8am to 8pm.