Director, Go-to-Market Talent Acquisition

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Director of Go-to-Market Talent Acquisition

PagerDuty is seeking an innovative and results-oriented Director of Go-to-Market Talent Acquisition to lead and enhance our recruitment strategy for the sales organization. In this critical leadership role, you will design, implement, and optimize talent acquisition processes to attract and secure top-tier talent while ensuring alignment with PagerDuty’s business objectives and culture. At PagerDuty, we're looking for a strategic thinker who can translate vision into action, drive results through partnership, and lead our talent acquisition efforts to new heights. If you're ready to make a significant impact and help shape the future of our go-to-market teams, we want to hear from you.

This is an exciting opportunity as you will lead a global team of dedicated Talent Partners, working closely with stakeholders to leverage industry best practices and cutting-edge recruitment strategies. You will also build a sustainable and diverse talent pipeline that meets both current and future business needs. The ideal candidate is a strategic recruitment leader who is deeply committed to fostering inclusion, diversity, and equity. Your deep understanding of industry trends, exceptional leadership and communication skills, and proven success in managing recruitment operations in fast-paced environments will be essential in driving tangible and impactful results.

PagerDuty is a flexible, hybrid workplace. We embrace and encourage in-person working as an integral part of our culture. Both our employees and external research tells us that co-located collaboration strengthens connections, drives innovation, and accelerates learning. This role is expected to come into our Atlanta office at least 2 times per /month, so you can thrive in your new role and fully embrace being a Dutonian!

Key Responsibilities

1. Develop Strategic Partnerships:
• Serve as a trusted advisor to sales and go-to-market leadership
• Collaborate with stakeholders to develop and successfully implement short and long-term recruiting strategies
2. Results-Driven Leadership:
• Set and achieve ambitious talent acquisition goals that align with business priorities
• Build trusted partnerships with senior business leaders to proactively identify talent needs and create innovative solutions tailored to evolving organizational requirements
• Implement data-driven approaches to measure and improve recruiting effectiveness, providing recommendations for change
• Drive accountability for an efficient, dynamic, full-cycle recruiting process
3. Team Development and Empowerment:
• Build, lead, and mentor a high-performing Talent Acquisition team
• Develop and execute a comprehensive talent acquisition strategy that aligns with PagerDuty’s growth and long-term business goals, enhancing talent capability for the future
• Foster a culture of continuous improvement and innovation
• Leverage and enhance employer branding efforts across various platforms
4. Strategic Workforce Planning:
• Develop and execute strategies to ensure an ongoing pipeline of top, diverse talent
• Drive outcomes through ambitious and effective strategies that attract diverse, highly qualified sales talent
• Provide actionable insights on key recruiting metrics and capacity management
• Anticipate future talent needs and proactively address them
5. Market Intelligence and Innovation:
• Stay ahead of industry trends and best practices, sharing insights with GTM and People leadership
• Implement creative recruiting and sourcing techniques to maintain a competitive edge in the hi-tech talent market
• Analyze data and trends to inform strategy and drive continuous improvement
6. Cross-Functional Collaboration:
• Build strong relationships across the organization at all levels to drive synergies and meet recruitment objectives
• Communicate effectively with business partners and key stakeholders, leaning into challenges and creating successful internal partnerships with client groups.
• Champion talent acquisition initiatives company-wide

Basic Qualifications:

• At least 8 years in a people-related function, with increasing role scope
• At least 5 years managing a team, preferably globally distribut