Director, Talent Acquisition

Hinge is the dating app designed to be deleted In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With millions of users across the globe, we’ve become the most trusted way to find a relationship, for all. About the Role We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact. The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge’s ability to attract, assess, and hire top talent in a competitive market. As a member of our team, you’ll enjoy: 401(k) Matching: We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year. Professional Growth: Get an annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day. Parental Leave & Planning: When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.) Fertility Support: You’ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible. Date Stipend: All Hinge employees receive a $100 monthly stipend for epic dates– Romantic or otherwise. Hinge Premium is also free for employees and their loved ones. ERGs: We have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents —that hold regular meetings, host events, and provide dedicated support to the organization & its community. At Hinge, our core values are… Authenticity: We share, never hide, our words, actions and intentions. Courage: We embrace lofty goals and tough challenges. Empathy: We deeply consider the perspective of others. Diversity inspires innovation Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know. #Hinge Responsibilities Leadership & Team Management Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture. Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities. Set performance standards, accountability frameworks, and leadership norms across the TA organization. Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health. Strategic Talent Acquisition Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans. Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability. Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making. Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth. Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition. Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations. Enable and govern internal mobility to support retention, engagement, and capability development. Recruiting Operations & Process Excellence Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization. Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close. Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal. Establish and scale best practices that support both speed and quality while managing risk. Ensure recruiting practices align with legal and regulatory requirements. Strengthen referral strategy and performance through cross-functional partnership and organizational engagement. Data, Insights & Forecasting Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities. Establish success metrics tied to business impact, risk mitigation, and long-term capability. Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency. Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability. TA Tools, Systems & Technology Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making. Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting. Employer Branding Partner with Employer Brand and Marketing teams to strengthen Hinge’s talent market positioning and ensure consistent, authentic messaging across channels. Stakeholder Management & Communication Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations. Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams. What We're Looking For 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope. 5+ years of people leadership experience, including leading leaders or managing managers. Proven ability to operate as a strategic partner to executive leadership. Demonstrated success in workforce planning, forecasting, and data-driven decision-making. Strong track record of building scalable TA organizations and driving operational excellence. Deep understanding of competitive talent markets, especially within consumer tech. High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs. Strong emotional intelligence—empathetic listener who builds psychological safety and coaches others through change. Excellent communication skills, with the ability to influence executives and cross-functional partners.

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      "text": "Responsibilities ",
      "content": "<div><strong>Leadership &amp; Team Management</strong></div>\n\n<li>Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture.</li>\n<li>Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities.</li>\n<li>Set performance standards, accountability frameworks, and leadership norms across the TA organization.</li>\n<li>Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health.</li>\n\n<div>&nbsp;</div>\n<div><strong>Strategic Talent Acquisition</strong></div>\n\n<li>Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans.</li>\n<li>Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability.</li>\n<li>Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making.</li>\n<li>Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth.</li>\n<li>Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition.</li>\n<li>Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations.</li>\n<li>Enable and govern internal mobility to support retention, engagement, and capability development.</li>\n\n<div>&nbsp;</div>\n<div><strong>Recruiting Operations &amp; Process Excellence</strong></div>\n\n<li>Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization.</li>\n<li>Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close.</li>\n<li>Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal.</li>\n<li>Establish and scale best practices that support both speed and quality while managing risk.</li>\n<li>Ensure recruiting practices align with legal and regulatory requirements.</li>\n<li>Strengthen referral strategy and performance through cross-functional partnership and organizational engagement.</li>\n\n<div>&nbsp;</div>\n<div><strong>Data, Insights &amp; Forecasting</strong></div>\n\n<li>Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities.</li>\n<li>Establish success metrics tied to business impact, risk mitigation, and long-term capability.</li>\n<li>Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency.</li>\n<li>Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability.</li>\n\n<div>&nbsp;</div>\n<div><strong>TA Tools, Systems &amp; Technology</strong></div>\n\n<li>Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making.</li>\n<li>Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting.</li>\n\n<div>&nbsp;</div>\n<div><strong>Employer Branding</strong></div>\n\n<li>Partner with Employer Brand and Marketing teams to strengthen Hinge’s talent market positioning and ensure consistent, authentic messaging across channels.</li>\n\n<div>&nbsp;</div>\n<div><strong>Stakeholder Management &amp; Communication</strong></div>\n\n<li>Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations.</li>\n<li>Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams.</li>\n\n<div>&nbsp;</div>"
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      "text": "What We're Looking For",
      "content": "\n<li>10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope.</li>\n<li>5+ years of people leadership experience, including leading leaders or managing managers.</li>\n<li>Proven ability to operate as a strategic partner to executive leadership.</li>\n<li>Demonstrated success in workforce planning, forecasting, and data-driven decision-making.</li>\n<li>Strong track record of building scalable TA organizations and driving operational excellence.</li>\n<li>Deep understanding of competitive talent markets, especially within consumer tech.</li>\n<li>High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs.</li>\n<li>Strong emotional intelligence—empathetic listener who builds psychological safety and coaches others through change.&nbsp;</li>\n<li>Excellent communication skills, with the ability to influence executives and cross-functional partners.</li>\n"
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