[Remote] Director of Recruiting & Executive Search

Note: The job is a remote job and is open to candidates in USA. Stord is The Consumer Experience Company, focused on enhancing checkout through delivery for leading brands. They are seeking a Director of Recruiting & Executive Search to lead executive recruitment, manage corporate recruiting operations, and develop the recruiting team in a high-growth environment.

Responsibilities

• Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions
• Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches
• Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent
• Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication
• Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution
• Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes
• Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience
• Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving
• Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed
• Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene
• Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks
• Create a culture of urgency, ownership, and continuous improvement across the recruiting team
• Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions
• Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making
• Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement
• Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines
• Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations
• Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability
• Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration
• Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process
• Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes
• Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity
• Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability
• Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results

Skills

• 7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments
• Demonstrated success personally leading full-cycle executive and senior leadership searches
• Proven experience managing and developing recruiters in a player-coach capacity
• Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance
• Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A
• Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing
• Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function
• Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement
• Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process
• Exceptional communication, judgment, prioritization, and stakeholder management skills
• Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses
• Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth
• Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows
• Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness
• Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences

Company Overview