Director, Talent Acquisition

Do you ever wonder what happens inside the cloud?

DigitalOcean (NYSE: DOCN) simplifies cloud computing so builders can spend more time creating software that changes the world. With our mission-critical infrastructure and fully managed offerings, DigitalOcean enables startups and small and medium-sized businesses (SMBs) to rapidly deploy and scale modern applications. As a remote-first organization, our employees, like our customers, are based around the world.

We're looking for a Strategic Talent Planning pro to build our Global talent strategy and oversee a world-class recruiting function for DigitalOcean. With 1200 employees located across the globe, including Pakistan, India, Mexico, Canada, US and Europe, the ideal candidate will have global experience that includes a data-driven approach to identifying the best markets for talent.  You will create and implement the strategy for talent acquisition, focusing on employer branding, candidate and hiring manager experience, interviewer training, diversity hiring, early talent pipeline, hiring metrics, sourcing strategies, and ATS system integration. Reporting to the SVP of People, you will set the strategy for workforce planning, and your team will recruit and hire experts and high-potential professionals with technical expertise and a deep understanding of the developer community.

You are a passionate leader who is experienced in talent acquisition and dedicated to mentoring a recruiting team. You have deep experience with matching top talent with jobs that demand bold action. You are a big thinker who can execute against the demands of a company that has audacious plans to grow fast. 

What You'll Be Doing:

At DigitalOcean, we move fast and focus on delivering great outcomes. We are scrappy problem-solvers and customer-focused professionals. Your success in this role includes:

• The immediate priority for this leader is to build and deploy the Global Talent Acquisition plan for DigitalOcean, including identifying geographic talent hubs, developing recruiting strategies, and measuring results from targeted initiatives.
• Understand the DigitalOcean 5 year plan, and partner with the business to define the talent/roles we'll need to achieve. This includes identifying the best global markets for talent availability, cost/performance, and then building a pipeline of talent in those markets.
• Build a data-enabled Talent Acquisition function. Regularly report on key metrics including win/loss analysis, hiring cycle time, quality of hire, turnover, competitive hiring measures, and recruitment experience measures.
• Oversee contracts for and optimize use of ATS and job placement resources.
• Develop and implement creative external/internal strategic programs to strengthen our ability to attract, assess, select and integrate an optimal blend of skills across all functional areas to attract premiere talent.
• Create, organize, and implement strategic recruitment and supporting initiatives to build the overall talent acquisition process and quality of hiring.  
• Coordinate sourcing by utilizing all available tools, including social media, conferences, job boards, employee referrals, recruiting tools and vendors/others.
• Design, develop, communicate and implement an integrated staffing strategy (internal and external) and talent tracking process, with an emphasis on talent pipeline and feeder pool development to ensure meeting future workforce needs.   
• Design and implement external candidate marketing and proactive recruiting programs and processes that attract, select and retain a qualified, diverse workforce through cutting edge technology and effective use of all social networking tools, as well as traditional sourcing techniques. 
• Develop and implement a recruiting communications media plan (traditional and social media) to communicate the DO Employee Value Proposition and promote company brand.
• Build and maintain relationships with appropriate third-party organizations, including contract negotiation and supplier management.  
• Collaborate with business leaders to improve talent acquisition effectiveness.  
• Ensure smooth handoffs from recruitment to new hire onboarding. 

Key Outcomes - First 90 Days

• Connect and establish relationships with members of the DO Talent Acquisition team
• Establish trust and alliance with People and Finance teams, as well as with business leaders and hiring managers
• Gain full understanding of DO’s current employee base, including locations, areas of expertise, and 2024 hiring plan
• Work with Leadership to assess and prioritize current open headcount, and establish a method and approach to maintaining tight reporting and updating of approved headcount
• Asses and align TA organizat