Head of Talent Acquisition

About The Role

At Zoox, we are seeking a Head of Talent Acquisition to architect our global scaling strategy and lead a high-performing, 50+ person cross-functional organization. As a key member of the People Experience (PEx) leadership team, you will oversee the end-to-end talent lifecycle (from early career to executive search) ensuring our recruitment engine is a high-performance, scalable ecosystem. In this role, you will leverage innovative technology and visionary leadership to ensure our talent acquisition strategies remain as cutting-edge as our autonomous technology.

In This Role, You Will...

• Strategic Talent Architecture & Vision: Create and execute Zoox’s end-to-end talent strategy, both proactive and reactive external recruiting, encompassing company-wide hiring, which includes the university program, internal mobility initiatives, and executive recruiting.

• Team Development & Leadership: Lead a high-performing cross-functional recruiting organization of at least 50+, fostering a culture of excellence and accountability through dedicated mentorship, coaching, and a focus on continuous operational improvement

• Operational Scaling & Excellence: Engineer scalable talent processes, from initial sourcing to offer delivery, ensuring seamless, consistent candidate experience across all organizational levels and recruitment stages

• Talent Intelligence & Data Storytelling: Establish a data-driven recruitment culture by architecting organization-wide reporting frameworks; translate complex talent metrics into high-impact narratives that empower executive leadership to optimize workforce planning and sourcing strategies

• Technology Enablement & Innovation: Partner with the Manager of HR Technology to architect and evolve a scalable talent ecosystem and leverage AI as a strategic lever, driving enterprise-wide streamline and shifting organization’s capacity toward high-impact human judgment and relationship-building.

• Strategic Partnership & Executive Influence: Serve as a trusted advisor and strategic partner to the CEO, C-suite, and other senior business leaders, influencing talent-related decisions by aligning acquisition strategies with long-term workforce planning and business objectives.

• Organizational Leadership: Act as core partner on the People Experience (PEx) leadership team, contributing to the development and execution of a comprehensive, company-wide PEx strategy.

Qualifications And Requirements

Team Leadership: 15+ years of TA leadership experience, including 3+ years at the Senior Director level leading organizations of 50+; proven expertise in a 'leader of leaders' model, managing 5+ direct report managers to drive high-performance cultures.

Strategic Execution: Extensive experience developing and executing end-to-end talent strategies for top talent built on proven experience recruiting in a complex, high-growth technical environment (Autonomous Systems, AI/ML, Hardware).

Change & Operational Leadership: Data-driven decision-maker with track record designing and implementing talent ecosystems (e.g. KPIs, scorecards, and metrics) to optimize TA effectiveness; preferred experience of pioneering use of AI as a strategic lever.

Executive Presence & Influencing: Exceptional executive presence, with strong written and verbal communication skills, with the ability to influence and present to C-level executives.

Collaboration: Track record of building deep, trusted cross-functional relationships across all functional areas to drive a unified PEx strategy.

Problem Solving: Proven ability to navigate ambiguity and fast-paced environments, excelling at thinking critically to solve complex organizational bottlenecks and taking decisive action in a high-stakes, evolving industry.

Functional Expertise: Strong familiarity with the external technology talent market, with a deep understanding of emerging trends in talent acquisition and workforce planning (eg. VNDLY, Lever, Workday (WD), ServiceNow, and other industry-leading software platforms.)

Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

Team Leadership: 15+ years of TA leadership experience, including 3+ years at the Senior Director level leading organizations of 50+; proven expertise in a 'leader of leaders' model, managing 5+ direct report managers to drive high-performance cultures.

Strategic Execution: Extensive experience developing and executing end-to-end talent strategies for top talent built on proven experience recruiting in a complex, high-growth technical environment (Autonomous Systems, AI/ML, Hardware).

Change & Operational Leadership: Data-driven decision-maker with track record designing and implementing talent ecosystems (e.g. KPIs, scorecards, and metrics) to optimize TA effectiveness; preferred experience of pioneering use of AI as a strategic lever.

Executive Presence & Influencing: Exceptional executive presence, with strong written and verbal communication skills, with the ability to influence and present to C-level executives.

Collaboration: Track record of building deep, trusted cross-functional relationships across all functional areas to drive a unified PEx strategy.

Problem Solving: Proven ability to navigate ambiguity and fast-paced environments, excelling at thinking critically to solve complex organizational bottlenecks and taking decisive action in a high-stakes, evolving industry.

Functional Expertise: Strong familiarity with the external technology talent market, with a deep understanding of emerging trends in talent acquisition and workforce planning (eg. VNDLY, Lever, Workday (WD), ServiceNow, and other industry-leading software platforms.)

Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

Discovered directly from the employer’s public Lever Postings API. Full public description, role lists and additional information were normalized into safe candidate-facing content.