Director, Talent Intelligence and Early Careers

• Build and lead a recruiting and market intelligence team responsible for proactive talent mapping, competitive landscape analysis, and sourcing strategy across tech and business functions.

• Define the frameworks for market mapping - who we should know, where talent is moving, and which competitors, industries, or schools are underexplored.

• Serve as the organization's sourcing subject matter expert, setting the standard for sourcing craft and raising capability across the entire recruiting team through coaching, enablement, and shared best practices.

• Partner with recruiting manager peers and hiring managers to translate market intelligence into actionable sourcing and targeting strategies.

• Build the infrastructure and operating rhythm for long-term nurture of high-potential candidates, so relationships are cultivated well before a role opens and warm pipelines exist at the moment of need.

• Partner with Talent Brand to shape an events strategy that creates in-person and community touchpoints with the talent we've mapped, turning brand investment into pipeline.

• Own the data infrastructure and reporting that surfaces hiring trends, pipeline health, and market benchmarks to inform capacity planning conversations.

• Define and own Headway's campus recruiting strategy end-to-end: target school selection, event programming, offer positioning, and conversion.

• Build and manage relationships with universities, career centers, and student organizations across both technical and business disciplines.

• Own the full event strategy - from info sessions and career fairs to hackathons and diversity-focused programming - and continuously assess ROI to double down on what works and cut what doesn't.

• Own the summer internship program end-to-end: intern hiring, project scoping with managers, onboarding, programming and community-building throughout the summer, performance evaluation, and return offer decisions.

• Partner with the HR and Recruiting Programs teams on the surrounding programmatic infrastructure - return offer processes, post-offer engagement, and start-date conversion - that turns campus hires into long-term Headwegians.

• Own a defined number of business-wide hires through your team's channels; hold yourself and your team accountable to that number quarter over quarter.

• Capacity plan alongside the Head of Recruiting and Recruiting Manager peers - bringing a data-backed point of view on where early careers investment will yield the highest return across functions and levels.

• Serve as the connective tissue between campus, sourcing, and programs, ensuring a seamless candidate experience from first touch through hire and onboarding.

• 10+ years of recruiting experience, with meaningful time spent leading campus, sourcing, or talent pipeline functions at a high-growth company.

• Demonstrated experience hiring across both technical (engineering, data, product) and business (sales, operations, G&A) functions - you understand what good looks like in both worlds.

• Track record of building teams and programs from scratch, not just inheriting them.

• Strong analytical orientation - you use data to set strategy, measure outcomes, and make the case for where to invest and where to pull back.

• Experience partnering with HR, People Programs, or Recruiting Operations teams to bring structure and scalability to programmatic work.

• Excellent stakeholder management - you can influence without authority and hold a credible point of view in a room with senior leaders.

• Comfort with ambiguity and a bias toward action; this role requires someone who can define the path while walking it.

We believe a team's strength is in its people, and we cannot achieve this mission without a team that reflects the diversity of this problem - across race, ethnicity, gender, sexuality, age, national origin, religion, family status, disability, military status, and experience. Headway is committed to the full inclusion of all qualified individuals. As part of this commitment, Headway will ensure that persons with disabilities are provided with reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or receive other benefits and privileges of employment, please inform the recruiter when they contact you to schedule your interview.

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A notice to Headway applicants: To protect yourself against phishing and recruitment fraud, please note that Headway only accepts applications through our official careers page at https://headway.co/careers . Headway will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. All official communication will come from a @ findheadway.com email address. If you are contacted by someone claiming to be from Headway via an unofficial channel, please do not share any information and report it as spam.