Senior Director, Talent Acquisition

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. The company is uniquely positioned to accelerate the use of genomic and large-scale clinical information to enable precision medicine as the standard of care. GeneDx is at the forefront of transforming healthcare through its industry-leading exome and genome testing and interpretation services, fueled by the world’s largest rare-disease datasets. For more information, please visit www.genedx.com.

Summary  

We move fast — 4X faster than the fastest organizations — and we deliver. GeneDx is scaling quickly, and we need a Talent leader who can match our velocity, drive a strategic transformation, and enable our recruiters to spend more time doing what matters: sourcing and closing exceptional people. 

We’re hiring a Head of / Sr. Director of Talent Acquisition Strategy to lead a small (4+), high-performing recruiting team and own a full-scale transformation of how Talent works at GeneDx. You will select, implement, and drive adoption of best-in-class technology so the team can shift from reactive execution to proactive sourcing, strategic business partnership, and executive search. Equally important, you will elevate GeneDx’s employer brand and end-to-end candidate and hiring manager experience—bringing our mission and story to life in a way that attracts people who will thrive here. You’ll also build creative, high-leverage external partnerships that expand our reach into priority talent markets and communities. This role is equal parts strategic visionary and operator, project manager, change agent, and executive recruiter — you will drive the rocket ship. 

 Job Responsibilities 

• Own the enterprise Talent Acquisition strategy aligned to growth plans; translate business priorities into workforce and hiring strategy across functions and levels. 
• Elevate TA into a strategic, metrics-driven business partner by strengthening stakeholder operating rhythms (intake, calibration, scorecards, decisioning), building trusted relationships, and using dashboards/KPIs to diagnose bottlenecks and drive continuous improvement. 
• Lead, coach, and scale a high-performing TA team and operating model—set standards and quality bars, clarify roles, and rebalance capacity away from low-value work toward proactive sourcing, candidate engagement, and high-signal assessment. 
• Architect and operationalize the Talent technology ecosystem (ATS/CRM, automation, analytics, assessments, sourcing tools), including enterprise change management, enablement, documentation, and governance to ensure scalable, consistent, auditable execution and measurable adoption/ROI. 
• Personally lead critical senior and executive searches (SVP → C-suite) using advanced sourcing, networking, assessment, and outreach/closing playbooks. 
• Build proactive external partnerships and pipeline programs that expand candidate reach and quality (e.g., hackathons, diversity-in-tech initiatives, universities/bootcamps, internships/fellowships for genetic counselors, professional associations, and community ecosystems). 
• Own employer brand and the end-to-end hiring experience by bringing the GeneDx story to life across touchpoints (outreach through offer/onboarding handoffs) and improving candidate and hiring manager experience/NPS while maintaining speed and rigor. 
• Lead cross-functional hiring effectiveness initiatives to remove blockers, streamline decision-making, shorten cycle time, and protect candidate experience. 
  
• Own vendor strategy and procurement outcomes across Talent tech and assessment partners; negotiate, rationalize spend, and ensure adoption and ROI. 

What success looks like in 6–12 months 

• Clear