Senior Director, Talent Acquisition

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 decisioning, 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 TA strategy + operating model in place, socialized with ELT/VP stakeholders, with defined decision rights, governance, and predictable execution. 

• Talent technology roadmap delivered with measurable adoption and effectiveness: ATS/CRM and screening/assessment tools are implemented, adopted, and producing clear outcomes (or clear learnings). Adoption is tracked (usage, compliance to workflow, stakeholder participation), and tool impact is measured through funnel conversion, cycle time, quality-of-slate, candidate experience signals, and downstream hiring outcomes. 

• Recruiters operating as strategic partners: hiring leaders report improved partnership, clearer decisioning, better calibration, and fewer late-stage surprises; intake-to-offer operating rhythms are consistent and high-signal. 

• Recruiter time rebalanced: significant reduction in transactional activity and measurable increase in proactive sourcing, hiring manager engagement, and closing rigor. 

• Strategic sourcing/scouting engine stood up and producing: increased pipeline depth for priority roles (including hard-to-fill and leadership), healthier pipelines (more “ready now” talent), improved quality-of-slate, and a repeatable scouting approach (talent mapping, communities, referrals, and targeted external partnerships). 

• Employer brand and leadership/candidate experience elevated: a clear GeneDx talent narrative is visible and consistently used in outreach and interviews; candidate and hiring manager experience improves (e.g., NPS/feedback), and the process better reflects the company’s mission, pace, and bar. 

• Continued or improved speed-to-hire (current benchmark: 35 days), with improvements in pipeline health and candidate quality/caliber. 

• Lightweight, metrics-driven operating cadence (dashboards + weekly/biweekly reviews) that drives continuous improvement—monitoring efficiency and effectiveness (process adherence, assessment quality, offer acceptance, quality indicators, and post-hire signals where available) to inform “Talent Pulse” and prioritization. 

People Manager 

• Yes – expected to build/scale and develop a high performing TA org, not just supervise. 

Education, Experience, and Skills 

• 12+ years of Talent Acquisition/People Ops experience with at least 5-10 years leading teams and Talent transformations. 

• Proven track record architecting and delivering major Talent Technology transformations, including adoption governance, analytics, and measurable productivity gains. 

• Strong capability in TA operating model design (roles/capacity, intake, funnels, assessment, governance, workforce planning partnership). 

• Hands-on experience leading executive searches (SVP → C-suite) with creative sourcing and high-touch processes such as modern sourcing stacks (Boolean + AI sourcing tools, candidate rediscovery, talent communities).  

• Exceptional project management skills — deliver complex, cross-functional projects on time and with impact. 

• Deep strength in root-cause problem solving and operational simplification. 

• Metrics-first mindset: comfortable building and using dashboards, running experiments, and driving decisions from data. 

• Change management experience: you can design adoption plans, training, and governance that create lasting behavior change. 

• Highly organized, decisive, and comfortable operating in a hyper-fast environment. 

• Excellent communicator and trusted advisor to senior leaders; proven ability to influence without relying on authority. 

• Passion for building high-performing teams and creating clear process and structure without slowing speed. 

• Preferred but not required: 

• Experience in healthcare, diagnostics, biotech, or other regulated industries. 

• Background in employer brand or candidate experience transformation. 

Work Environment 

This is a fully remote position. The employee will work from a home office or other suitable remote location with reliable high-speed internet access. Work is performed in a climate-controlled environment using standard office equipment including computer, phone, and video conferencing tools. Your standard work schedule and hours will be established in collaboration with your leader and may be adjusted to align with evolving business needs. 

Physical Demands 

This is a sedentary role requiring prolonged periods of sitting while working at a computer. Physical demands include: 

• Sitting for extended periods (up to 8 hours per day) 

• Repetitive use of hands and fingers for typing and mouse operation 

• Visual acuity for reading computer screens and documents 

• Ability to communicate effectively via phone and video calls 

• Occasional lifting of up to 10 pounds (office supplies, equipment) 

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. 

Acknowledgements 

The above job description is not intended to be an all-inclusive list of duties and standards of the position.  Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. 

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