Director, Talent Management

Utilidata

Talent leader building Utilidata’s in-house recruiting function for AI data-center and energy-grid technology. Owning technical hiring, headcount planning, job architecture, and HR technology.

Posted 8/5/2026full-timeRemote • 🇺🇸 United StatesLead💰 $160,000 - $210,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in full lifecycle recruitment for technical and non-technical roles, with a strong focus on building talent acquisition infrastructure and implementing HR technology. Proven ability to partner with senior leadership on strategic headcount planning and organizational development.

Highest-signal resume keywords

Full Lifecycle RecruitingTalent Acquisition InfrastructureHR Technology ImplementationStrategic Headcount PlanningClear Communication Skills

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Technical Talent RecruitmentSourcing StrategyInterview Process DevelopmentPipeline ForecastingJob ArchitectureCompensation PhilosophyCandidate AssessmentQuality-of-Hire DisciplineLearning and DevelopmentAI-Enabled Tools

Soft Skills

Strong Execution OrientationJudgment in Human Interaction

Tools & Technologies

ATSHRISAI-Recruiting Tools

Certifications & Qualifications

PHRSPHRAIRS

Industry Keywords

High-Growth CompanyOrganizational DevelopmentDeep TechEnergyData CentersAI Infrastructure

About the role

Key responsibilities & impact

Run full lifecycle recruitment for technical and non-technical roles, including software, hardware, and firmware engineering, from intake through offer and close
Build the in-house talent acquisition infrastructure, including sourcing strategy, ATS and tooling, interview process and scorecards, and employer brand
Decide when to use external recruiting resources for hard-to-fill or overflow searches and manage those relationships
Advise hiring managers and senior leaders on role scoping, hiring strategy, and candidate assessment
Establish pipeline forecasting, time-to-fill, and quality-of-hire discipline
Keep the VP, People & Talent informed on strategy and risk, escalate judgment calls, and own day-to-day decisions
Partner with the VP, People & Talent and executive team on headcount planning tied to business milestones, product delivery timelines, and growth targets
Develop job architecture and compensation philosophy, ensuring roles are leveled and priced consistently
Identify, evaluate, and implement HR technology, including AI-enabled tools
Partner with managers on learning and development efforts from onboarding through skill-gap identification

Requirements

What you’ll need

8+ years of full lifecycle recruiting experience
Demonstrated ownership of a talent acquisition function, in-house or as the senior-most recruiting leader
Prior experience leading searches for technical talent in software, hardware, and/or firmware
Experience building Talent Acquisition and People Operations processes
Experience recruiting in a high-growth or scaling company
Track record of partnering with director/VP-level and above senior leaders
Strong execution orientation
Clear written and verbal communication skills
Experience implementing or evaluating HR technology systems such as an ATS, HRIS, or AI-recruiting tools
Tech-savvy and AI-first approach with sound judgment about human interaction
Willingness to travel up to 20% of the time
Additional HR certifications such as PHR/SPHR or AIRS are nice to have
Experience in organizational development, strategic headcount planning, job architecture, compensation philosophy, manager-facing learning and development, or deep tech, energy, data centers, or AI infrastructure is nice to have

Benefits

Comp & perks

Stock options
Flexible work environment
Flexible paid time off
Competitive compensation and benefits
Health insurance
Dental insurance
Vision insurance
Employer-match 401k
Mentorship and growth opportunities
Collaborative team environment
Diverse and inclusive workplace