Leads the enterprise Talent Acquisition function, recruiting strategy, team, hiring standards, executive searches, pipelines, and quality-of-hire initiatives. Partners with the CPO, CEO, executives, and business leaders on workforce planning, market intelligence, compensation benchmarking, and talent decisions. Uses data, AI, and automation to improve recruiting efficiency and decision quality while coaching the recruiting team and supporting scalable growth.
About Versapay 🚀
Versapay is the platform that rewires AR by removing barriers from collecting and reconciling B2B payments, providing end-to-end cash flow clarity and ensuring businesses can manage working capital on their terms.
By closing the loop for finance teams and their business systems, customers, and payment activity into a single intelligent ecosystem, Versapay transforms money matters into a data-driven advantage. With 10,000 customers and 5M+ companies transacting, Versapay facilitates 110M+ transactions and processes $300B+ in payments volume annually.
Think you might be the next Veep to join? Read on!!
About the Role
We are looking for a Senior Director of Talent Acquisition to lead our Talent Acquisition function and own how we find, assess, and hire the people who will carry our next stage of growth. Reporting directly to the Chief People Officer, you will lead the recruiting team and partner directly with the executive team and business leaders to get the right people into the right roles. We are a high-growth, PE-backed technology company where quality, speed, accountability, and operating discipline matter. This is a hands-on recruiting leadership role for someone who can run a function, carry a search, work with hiring managers, and help us build.
What You'll Do
- Own and evolve the enterprise talent acquisition strategy in partnership with the CPO and executive leadership team.
- Define consistent hiring standards, structured assessment practices, and quality-of-hire expectations across the company.
- Build hiring plans around the company's most critical capabilities and growth priorities.
- Identify hiring and capability gaps early and drive action to close them.
- Own quality of hire end-to-end, partnering with business leaders on critical and executive searches.
- Build strong pipelines for high-priority roles and ensure hiring managers make timely, well- informed decisions.
- Use data, technology, AI, and automation to improve recruiting efficiency, pipeline visibility, and decision quality.
- Lead, coach, and develop the recruiting team, setting clear priorities, capacity plans, performance expectations, and standards of work.
- Serve as a trusted advisor to the CPO, CEO, and executive leadership team on talent and organizational decisions.
- Translate talent data into clear business insights, risks, and recommendations.
- Deliver real-time market intelligence and compensation benchmarking to inform hiring decisions, workforce planning, and offer strategies.
Build the Talent Acquisition Engine
Lead Talent Acquisition Day-to-Day
Be a Strategic Executive Partner
What You Bring
- 10-12+ years of progressive experience in Talent Acquisition or recruiting, including experience leading a talent acquisition team.
- Experience in high-growth technology, SaaS, fintech, or similarly dynamic environments.
- A demonstrated track record of building recruiting strategies, teams, processes, and programs that scale.
- Deep hands-on recruiting and candidate assessment expertise, including executive and critical- role hiring.
- A highly analytical, data-driven approach to talent decisions, with sound judgment and strong business orientation.
- A bias toward action, with the ability to move between strategic thinking and hands-on execution.
- The ability to operate effectively in an environment where growth, efficiency, and accountability are equally important.
- Strong executive presence and proven credibility with senior leaders.
- Experience operating in a PE-backed, private-equity, or highly performance-oriented environment.
- Experience using AI and emerging technology to improve how candidates are identified, assessed, selected, and engaged.
- Experience recruiting within both Canadian and US markets, including understanding differences in talent landscapes and recruitment strategies, is an asset.
Required
Preferred
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Similar Jobs
Social Impact • Software
Owns core product areas across the full lifecycle, from discovery and strategy through execution, launch, and iteration. Conducts customer research, workflow analysis, usability testing, competitive research, and data analysis. Partners closely with engineering and design to deliver scalable user experiences, defines success metrics and instrumentation, and supports launches through messaging and cross-functional readiness. The role also requires hands-on AI experience and operates in a high-ownership, low-structure B2B SaaS environment.
Top Skills:
AICRM
Artificial Intelligence • Fintech • Insurance • Marketing Tech • Software • Analytics
Drive product convergence analysis, manage requirements timelines, support legacy insurance book consolidation, and design cross-functional working models. The role partners with Product, Technology, Delivery, and Pricing teams to define property and specialty insurance requirements, shape transformation roadmaps, and keep complex initiatives aligned.
Artificial Intelligence • Fintech • Insurance • Marketing Tech • Software • Analytics
Manage complex environmental, pollution, toxic tort, and mass litigation claims throughout the full lifecycle. Responsibilities include coverage analysis, liability investigation, reserving, litigation strategy, settlement negotiation, payment authorization, and claims denial decisions. The role manages defense counsel and consultants, collaborates with legal, underwriting, reinsurance, brokers, and policyholders, tracks regulatory and legal developments, mentors colleagues, and serves as an environmental claims subject matter expert.
What you need to know about the Colorado Tech Scene
With a business-friendly climate and research universities like CU Boulder and Colorado State, Colorado has made a name for itself as a startup ecosystem. The state boasts a skilled workforce and high quality of life thanks to its affordable housing, vibrant cultural scene and unparalleled opportunities for outdoor recreation. Colorado is also home to the National Renewable Energy Laboratory, helping cement its status as a hub for renewable energy innovation.
Key Facts About Colorado Tech
- Number of Tech Workers: 260,000; 8.5% of overall workforce (2024 CompTIA survey)
- Major Tech Employers: Lockheed Martin, Century Link, Comcast, BAE Systems, Level 3
- Key Industries: Software, artificial intelligence, aerospace, e-commerce, fintech, healthtech
- Funding Landscape: $4.9 billion in VC funding in 2024 (Pitchbook)
- Notable Investors: Access Venture Partners, Ridgeline Ventures, Techstars, Blackhorn Ventures
- Research Centers and Universities: Colorado School of Mines, University of Colorado Boulder, University of Denver, Colorado State University, Mesa Laboratory, Space Science Institute, National Center for Atmospheric Research, National Renewable Energy Laboratory, Gottlieb Institute
