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Director Of Recruiting Jobs (NOW HIRING)

abundant

Head of Recruiting

San Francisco, CA · On-site

THE ROLE As the Head of Recruiting, you will define Abundant's recruiting strategy at all phases of the recruiting lifecycle. You'll be expected to identify bottlenecks, then build procedures and ...

Cardless, Inc

Head of Recruiting

San Francisco, CA · On-site

$170K - $230K/yr

The Job We're looking for a Head of Talent to build and lead recruiting at Cardless. You'll report directly to our COO and work closely with our founders. This isn't a function that gets delegated ...

OpenMined

Head of Recruiting

We're hiring a Head of Recruiting to own hiring across the entire organization. The majority of upcoming roles are engineering (10+ openings ahead), with others spanning product, marketing ...

Texas A&M University

$95 - $130/hr

Assistant Director of Recruiting & Business Development Agency Texas A&M Engineering Department Engineering Technology Proposed Minimum Salary: Commensurate Job Location: College Station, Texas Job ...

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Director Of Recruiting information

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$37K

$99.1K

$164K

How much do director of recruiting jobs pay per year?

As of Sep 5, 2026, the average yearly pay for director of recruiting in the United States is $99,093.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,500.00 and $125,000.00 per year, depending on experience, location, and employer.

What is the role of a director of recruiting?

As the director of recruiting, your role is to manage the hiring of new employees. Your duties and responsibilities are to develop new hiring and recruitment strategies, network with other recruitment professionals, and create pipelines of talent from universities or another source, including incubators. You also collaborate and plan with other directors and executives, such as the directors of human resources and benefits, to determine what the organization’s recruitment and employment needs are and how to implement effective strategies.

What are the key skills and qualifications needed to thrive as a director of recruiting, and why are they important?

To excel as a Director Of Recruiting, you need expertise in talent acquisition strategy, workforce planning, and a solid understanding of employment law, typically backed by a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and professional certifications like SHRM-SCP or SPHR are highly valued. Exceptional leadership, communication, and relationship-building skills set top candidates apart by enabling them to motivate teams and partner effectively with stakeholders. These skills and qualifications are crucial for attracting top talent, optimizing recruitment processes, and aligning hiring initiatives with organizational goals.

What are some common challenges a director of recruiting faces when leading a talent acquisition team?

A Director of Recruiting often navigates challenges such as balancing high-volume hiring needs with maintaining strong candidate quality, staying aligned with evolving business goals, and ensuring a positive candidate experience across all touchpoints. They also manage the dynamics of a diverse recruiting team, requiring effective communication and continuous training. Additionally, adapting to new recruitment technologies and data-driven strategies is essential for success in this leadership role.

What is the difference between Director Of Recruiting vs Recruiter?

AspectDirector Of RecruitingRecruiter
ResponsibilitiesOversees recruiting strategies, manages recruiting teams, and aligns hiring goals with company objectives.Executes recruiting activities, sources candidates, and screens applicants.
Required CredentialsBachelor's degree, often with HR or business certifications; extensive recruiting experience.Bachelor's degree; entry to mid-level recruiting experience.
Work EnvironmentStrategic, leadership-focused, often in corporate HR departments.Operational, candidate-focused, often in staffing agencies or corporate HR teams.

The main difference is that the Director Of Recruiting leads and manages recruiting teams and strategies, while a Recruiter focuses on executing hiring processes. The Director has a broader, strategic role, whereas the Recruiter handles day-to-day candidate sourcing and screening.

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Director Of Recruiting jobs near you
Infographic showing various Director Of Recruiting job openings in the United States as of August 2026, with employment types broken down into 81% Full Time, 14% Part Time, and 5% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $99,093 per year, or $47.6 per hour.

Head of Recruiting

abundant

San Francisco, CA • On-site

Full-time

Posted 16 days ago

Job description

ABOUT ABUNDANT
AI models rely on two fundamental ingredients: compute and data. Abundant is building the NVIDIA of training data. NVIDIA, the leader in compute, has a peak market cap of $5T and generated $130B in revenue last year as the need for scaling compute has exploded. We believe the need to scale data is just beginning, as we move beyond SFT and human supervision to RL and Learning from Experience.
Our founding team consists of former founders, ML engineers, roboticists and data leads from Waymo, Google, Mercor and AWS. Our team has previously worked with DeepMind to deploy deep learning models at 1B user scale, trained SOTA models for self-driving at Waymo, and scaled data pipelines of tens of thousands of human annotators at YouTube. Our pioneering work in human computation, synthetic data, simulation and RL give us the advantage in delivering results to our customers.
Why now? Training data is more important and more scarce than ever before. Scaling laws dictate that linear improvement in model performance demands an exponential increase in training data. But there is only one World Wide Web and most of it has already been trained on. The next advances will require major advances in simulation, synthetic data and learning from experience.
What happens if we succeed? Abundant will be the core enabler for not only AGI, but ASI and physical intelligence. Most of the challenges in model algorithms and compute are already solved. What's missing? The data necessary to move from general knowledge to domain expertise; from chatbots to agents; and from text to multimodal and physical AI. Ask any AI researcher or roboticist: the core bottleneck to progress is the availability of data, hence "abundant data".
Abundant works with a majority of the top AI labs, as well as frontier startups and F500 enterprises.
THE ROLE
As the Head of Recruiting, you will define Abundant's recruiting strategy at all phases of the recruiting lifecycle. You'll be expected to identify bottlenecks, then build procedures and process to eliminate them. This role will combine many tasks that other companies split into individual roles. You'll be a sourcer, a coordinator, a university recruiter, a copywriter, and a strategist.
This is perhaps the most important role at Abundant today. The candidates you identify and close will establish our culture for years to come.
WHAT YOU'LL DO
  • Feed the top of the funnel: Build robust sourcing pipelines to ensure we meet our ambitious hiring targets.
  • Implement industry best practices: Write runbooks for how we should be conducting our on-site interviews, work trials, and debriefs. Then you'll "train the trainers" to ensure we can continue to scale our interview process.
  • Build candidate personas: Work closely with a founders to identify what makes Abundant engineers unique, then ensure our company's job postings and our public persona matches those values.
WHO YOU ARE
  • Experienced at all aspects of the recruiting lifecycle: You should be able to switch between sourcing, handling an on-site, and closing a candidate in the same day. We expect you to be the problem-solver rather than coordinating a team of contractors to handle different stages of the pipeline.
  • Strong leader: You will be responsible for building out the recruiting team as needs dictate. You should be an experienced individual contributor who is ready to make the jump into management.
  • AI fluent: you don't have to know what hill climbing is, but you need to be able to tell the difference between an "AI trainer", an "SPL", and a "Research Engineer". Strong candidates will have an in-depth understanding of how titles at different companies translate to real-world skillsets.

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