Director, Talent Acquisition

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact.

With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you.

Position Summary

Reporting to the Vice President, Global Talent, the Director, Talent Acquisition will lead IDEX’s enterprise talent acquisition strategy to attract, engage, and hire top talent that fuels our growth. This role is central to building a high‑performing workforce and improving our employer brand and overall candidate experience.

This leader will own talent acquisition (TA) strategy and operational excellence across the company, shaping policies, processes, tools, and resources used by both the central TA team and business units. A key focus is transforming IDEX’s decentralized TA model into a more centralized, scalable, and cost‑effective function that:

• Sets clear enterprise TA standards and operating model

• Improves the quality, speed, and consistency of hiring, especially at leadership levels

• Reduces cost‑per‑hire and reliance on external agencies

• Strengthens the IDEX employer brand globally

• Builds a high‑performing TA team viewed as strategic, data‑driven partners

This role will lead the talent acquisition team to source, recruit, and hire high‑caliber talent, using data and analytics to continuously improve outcomes and championing broad candidate pools and inclusive hiring practices.

This position is based in Northbrook, Illinois at IDEX Corporate Headquarters. The role is required to work a hybrid schedule, with three days a week in the office.

Primary Responsibilities

• Lead the enterprise talent acquisition strategy and operating model, driving the shift from a decentralized to a more centralized, high‑performing TA function.

• Own senior‑level recruiting as a player/coach, personally leading key leadership searches and building strong external pipelines.

• Build and optimize TA operations, processes, and technology, using data and KPIs to improve speed, quality, cost, and compliance.

• Strengthen IDEX’s employer brand and talent attraction strategy in partnership with Communications, expanding and improving sourcing channels.

• Lead, develop, and organize the TA team, aligning resources to critical business priorities and building deep expertise in sourcing, recruiting, assessment, operational excellence, and analytics.

• Partner closely with Global Talent, HR, and business leaders as a trusted advisor on talent markets, pipelines, and recruiting strategies, contributing to broader talent initiatives.

How Success Will Be Measured

• Reduction in cost per hire and external agency usage for roles managed by TA

• Improved time to fill and pipeline strength for senior and critical roles

• Quality of hires, especially at leadership levels

• Adoption of enterprise TA processes, tools, and standards across business units

• TA team engagement, development, and perceived partnership quality from HR and business leaders

Qualifications

• Bachelor’s degree required; advanced degree in Human Resources Management, Industrial & Organizational Psychology, Business Administration, or related field preferred.

• Typically 10+ years of progressive experience in Talent Acquisition, with a strong blend of TA operations, process design, and hands‑on recruiting experience.

• Demonstrated experience leading TA transformation in a complex, highly decentralized or matrixed organization (e.g., centralizing standards, tools, and governance while honoring local needs).

• Strong background in senior‑level recruiting (VP, Site Leader, or equivalent), including full‑cycle search management.

• Proven experience designing and implementing TA strategies, operating models, and metrics that improve quality of hire, time‑to‑fill, and cost‑per‑hire.<