• Lead and coach a small team of recruiters to deliver exceptional hiring outcomes while maintaining alignment and speed. • Architect and execute the Talent technology roadmap: evaluate, select, implement, and operationalize ATS/CRM, automation, hiring analytics, assessment tools, and sourcing platforms. • Drive adoption and change management across Talent and hiring stakeholders so tools and processes are embedded and deliver measurable capacity gains. • Shift recruiter time allocation away from transactional work toward active sourcing, stakeholder partnership, candidate engagement, and assessment. • Own and personally execute senior- and executive-level searches (SVP → C-suite) using advanced sourcing, networking, assessment, and outreach playbooks. • Define and own Talent KPIs and dashboards (e.g., time-to-fill, time-to-hire, pipeline velocity, quality-of-hire, offer acceptance, recruiter capacity, adoption metrics), and use them to identify friction points and drive simplification. • Lead cross-functional projects to remove blockers, streamline decisioning, and shorten hiring cycles while protecting candidate experience. • Conduct root-cause analysis on hiring bottlenecks and design elegant, sustainable solutions that scale with growth. • Partner closely with business leaders and HR partners to forecast needs, develop talent pipelines, and design role-specific assessment frameworks. • Manage vendor relationships and procurement for Talent tech and assessment partners.