[All remote jobs](https://jobicy.com/jobs.md)[![Rockbot logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/7c035029-221.jpg)](https://jobicy.com/company/rockbot.md)[Rockbot](https://jobicy.com/company/rockbot.md) # Director, Talent Acquisition Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/rockbot.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 160k–220k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceDirectorPublished6 Oct 2026Apply before5 Nov 2026Listing views32Application actions2Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. Rockbot is hiring a Director of Talent Acquisition to lead and modernize its remote recruiting function. This player-coach leader will build recruiting operations, AI-enabled workflows, dashboards, playbooks, and interviewer training while managing a small recruiting team. The role personally owns senior, executive, technical, and GTM searches and serves as a strategic advisor to executives and hiring managers. Success depends on strong executive-search judgment, recruiting analytics, operational rigor, and the ability to create momentum in a fully remote environment. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a senior function-building role requiring both strategic leadership and hands-on delivery of high-stakes executive and hard-to-fill searches. The successful candidate must simultaneously improve systems, coach stakeholders, lead recruiters, and produce measurable hiring outcomes in a lean remote organization. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianHighly competitive$190,000US market range$160k–$220k0$242k AI insightThe posting discloses annual base-compensation ranges of $160,000–$175,000 for US Average markets and $195,000–$220,000 for SF/NYC markets. Using the full disclosed range, the midpoint base-salary estimate is $190,000 USD annually; the stated market range is $160,000–$220,000, excluding equity and benefits. ## Core skills Skills and capabilities most closely associated with this opportunity. [Talent Acquisition Leadership](https://jobicy.com/jobs?search_keywords=Talent%20Acquisition%20Leadership.md)[Executive Search](https://jobicy.com/jobs?search_keywords=Executive%20Search.md)[Technical Recruiting](https://jobicy.com/jobs?search_keywords=Technical%20Recruiting.md)[GTM Recruiting](https://jobicy.com/jobs?search_keywords=GTM%20Recruiting.md)[Recruiting Operations](https://jobicy.com/jobs?search_keywords=Recruiting%20Operations.md)[Hiring Manager Coaching](https://jobicy.com/jobs?search_keywords=Hiring%20Manager%20Coaching.md)[Recruiting Analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20Analytics.md)[AI Recruiting Tools](https://jobicy.com/jobs?search_keywords=AI%20Recruiting%20Tools.md)[Ashby ATS](https://jobicy.com/jobs?search_keywords=Ashby%20ATS.md)[Remote Leadership](https://jobicy.com/jobs?search_keywords=Remote%20Leadership.md) Sample interview questionsHow would you assess and improve Rockbot’s recruiting function during your first 90 days?I would begin with a structured diagnostic of funnel metrics, active searches, stakeholder experience, recruiter capacity, interview quality, and current Ashby workflows. I would identify a small set of high-impact improvements—such as scorecard consistency, pipeline reporting, service-level expectations, and search-kickoff standards—then publish an operating plan with owners, metrics, and review cadences. Describe how you have used recruiting data to change a business decision. I have used funnel conversion, time-in-stage, source quality, interviewer calibration, and offer-acceptance data to identify where hiring processes were failing. I translated those findings into clear executive recommendations, such as changing interview loops, reallocating sourcing investment, adjusting role requirements, or prioritizing workforce planning decisions. How would you embed AI into recruiting without reducing candidate quality or fairness? I would start with well-defined use cases such as research support, outreach drafting, scheduling, interview-note synthesis, and reporting automation. Each workflow would include human review, documented quality controls, bias monitoring, data-privacy safeguards, and measurable outcomes so that AI augments recruiter judgment rather than replacing it. How do you coach executives and hiring managers who are inconsistent interviewers? I use data and partnership rather than compliance alone: clarify the role’s success profile, establish structured scorecards, train interviewers on evidence-based assessment, and review calibration patterns after interviews. For senior leaders, I make the business impact explicit by connecting interview quality to hiring velocity, candidate experience, and quality of hire. How do you balance leading a recruiting team with personally running critical searches? I set clear operating rhythms, role ownership, and decision rights so the team can execute independently while I focus my direct search load on executive, leadership, and unusually difficult roles. I also use my active searches to model high standards for stakeholder management, candidate assessment, data discipline, and post-search learning. Opportunity details ## About this role. 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 a high-performance company requires. We’re hiring a Director, Talent Acquisition (Head of TA): a player-coach leader who will build the playbooks, training, and operating discipline that turn recruiting into a modern, AI-powered function, develop our hiring managers, and personally run our highest-impact searches. This is fundamentally a leadership hire — Rockbot hires roughly 25–30 people a year, more than half of them strategic, senior-level roles, and that mix is what demands dedicated leadership, not just more recruiters. What’s missing is someone who can multiply the effectiveness of the people already here, modernize how we recruit, and raise the caliber of every hire Rockbot makes. Rockbot is 100% remote — one of our biggest advantages, and honestly one of our hardest things to get right. Recruiting, coaching hiring managers, and building team culture all take more intention without an office to fall back on. This role has to make remote hiring and remote leadership genuinely work, which takes real self-direction and energy, not just comfort with a laptop. Beyond building Talent Acquisition into a modern, high-performing function, this role has real room to grow. As the operating rhythms mature and TA proves out, there’s an opportunity to expand influence into broader People strategy alongside the Director, People and VP, People & Talent — not just execute within TA’s lane. What You’ll Own: * 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. What Success Looks Like: * 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. Reporting & Team Structure: * 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). What We’re Looking For: * High judgment — required, not a nice-to-have. This person will run executive-level searches, coach hiring managers on high-stakes calls, and sit close to sensitive people decisions; Rockbot needs to trust their calls without checking their work. * Experience across both technical and GTM/Sales recruiting — real depth in one with strong exposure to the other is fine; this is not a checklist hire. * Demonstrated operational capability, not just interest in it — you’ve built leadership-facing dashboards, reporting, and metrics that translated into real business decisions. Extra credit if you’re already building and modernizing recruiting workflows with AI tooling today, not just planning to. * A track record building or scaling Recruiting Operations: process, tooling such as Ashby, Claude AI, JuiceBox, LinkedIn Recruiter or other AI sourcing tools, analytics, and vendor evaluation. * Executive search experience — you’ve personally led senior/executive-level searches, not just supported them. * Strong operational rigor paired with genuine intellectual curiosity — this role is as much systems-builder as recruiter. * A player-coach mentality: comfortable leading a small team while staying personally in the work. * The credibility to be a trusted advisor to executives and hiring managers, not an intake order-taker. * Comfort operating in a lean organization, where every Director leads through both strategy and execution. * Background at a high-bar, fast-moving company — tech, media, SaaS, or similar — where you’ve seen firsthand what modern, high-caliber Talent Acquisition looks like and can bring that standard to Rockbot. * Remote, with a preference for candidates based on the West Coast; open to the right person outside that footprint. * Self-driven, with real energy and initiative — Rockbot’s fully remote model is one of our biggest advantages and one of our biggest challenges. This role needs someone who creates their own momentum and structure without an office around them, not someone who needs one. Note on fit: This isn’t a checklist hire. Rockbot would rather have exceptional recruiting judgment, demonstrated operational and AI-forward chops, and executive partnership skills than a candidate who checks every box. A deep technical recruiter with outstanding Ops and AI leadership, or an exceptional GTM/executive recruiter with strong operational rigor, could each be the stronger long-term fit. We’re looking for whoever is best equipped to build the next generation of Talent Acquisition at Rockbot. About Rockbot: Rockbot is an omnichannel media platform committed to elevating customer and employee experiences while fostering stronger connections in real-world spaces. Rockbot addresses the challenges businesses face in media management with integrated solutions spanning music, TV, digital signage, and advertising. Its mission is to enrich on-premise experiences with media technology, where every interaction is elevated and memorable. From independent local businesses to large national brands – across nearly every industry, including restaurants, bars, retailers, and more, Rockbot provides all the tools and licensed content businesses need. Backed by leading investors including Google and Universal Music Group, Rockbot is the future of out-of-home media. For more information visit[www.rockbot.com](http://www.rockbot.com/). Compensation: Rockbot takes a market-based approach to pay, and pay may vary depending on your location in the U.S. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. These ranges may be modified in the future. The base compensation range for this role is $160,000–$175,000 in US Average markets and $195,000–$220,000 in SF/NYC markets. Final compensation will be determined based on a combination of factors, including experience, qualifications, role scope, and geographic market. This role is also eligible for equity and benefits. Our Values: * Drive: We pursue our mission with relentless tenacity, passion, and optimism and inspire those around us to do the same. We love the journey and are on offense all the time. Yesterday was good enough for yesterday, but today we have to do even better. * Accountability: We take ownership of our promises, responsibilities, behaviors, and products, and we expect the same of others. Standing behind our mistakes, communicating honestly, and making things right creates trust and strong relationships. * Curiosity: We are hungry to learn and continually deepen our knowledge, skills, and understandings. We have a growth mindset and are intellectually curious. We challenge our beliefs and seek feedback and insights from others. The “Why” and “How” always matters. * Empathy: We embrace that no two people or businesses are the same. We strive to understand others as deeply as possible and feel their pains and passions. * Ingenuity: We work hard but we think smart. We bring creativity, technology, and practicality together to solve tough challenges. * Integrity: We say what we mean, and do what we say, simply, clearly, honestly. Rockbot is an Equal Opportunity Employer, but that’s just the start. We believe different perspectives help us grow and achieve more. That’s why we’re dedicated to hiring and developing the most talented and diverse team – which includes individuals with different backgrounds, abilities, identities and experiences. 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