Director of Recruiting
- Partner with executive leadership and business unit heads to develop multi-year workforce strategies aligned to business roadmap, capital deployment, and market expansion plans
- Conduct labor market intelligence and talent landscape analysis to inform build vs. buy decisions, compensation strategy, and geographic expansion
- Advise leadership on organizational design, role architecture, and team composition to optimize current and future business needs
- Lead talent risk assessments and succession planning efforts for critical roles and high-growth functions
- Design and execute enterprise-wide talent acquisition strategies that position Redwood as an employer of choice in sustainability, clean energy, and advanced manufacturing
- Build strategic employer branding initiatives and employee value proposition to differentiate Redwood into competitive talent markets
- Develop talent pipeline strategies for emerging roles, scarce skill sets, and future capability requirements
- Create talent acquisition forecasting models to anticipate hiring needs 12-24 months in advance
- Lead end-to-end recruiting for executive, technical, operational, and leadership roles with a focus on quality, diversity, and cultural alignment
- Establish talent assessment frameworks and competency models to ensure hiring decisions drive business performance
- Partner with leaders to define role requirements that balance immediate needs with strategic capability building
- Build, lead, and scale a high-performing recruiting team capable of supporting rapid growth and organizational transformation
- Develop recruiting talent through coaching, capability frameworks, and strategic exposure to business priorities
- Foster a culture of data-driven decision making, accountability, and continuous improvement
- Establish recruiting metrics, dashboards, and executive reporting that provide predictive insights into talent pipeline health, market trends, and hiring risks
- Drive data integrity across recruiting systems and leverage analytics to optimize conversion rates, time-to-fill, and quality of hire
- Lead quarterly business reviews with leadership on talent acquisition performance, market conditions, and strategic recommendations
- Develop strategic partnerships with executive search firms, universities, industry associations, and talent networks to access specialized talent pools
- Design governance models for external recruiting partners that balance cost efficiency with quality and strategic value
- Build relationships with industry leaders and talent communities to strengthen Redwood's market presence
- 10+ years of progressive talent acquisition leadership with demonstrated experience in strategic workforce planning and executive advising
- Proven track record building and scaling recruiting functions during hypergrowth, transformation, or organizational redesign
- Strategic business acumen with ability to translate business strategy into talent strategy and hiring roadmaps
- Experience conducting labor market analysis, competitive intelligence, and talent landscape assessments
- Deep expertise recruiting for technical, operational, and executive roles in complex, matrixed organizations (manufacturing, energy, construction, or engineering preferred)
- Strong executive presence with ability to influence and advise C-suite leaders on talent risks, organizational design, and capability gaps
- Demonstrated ability to build employer brands and employee value propositions that attract top-tier, mission-aligned talent
- Advanced data fluency with experience using analytics to drive strategic decisions and business outcomes
- Experience with modern ATS platforms (Greenhouse, Workday) and talent intelligence tools
- Exceptional leadership skills including talent development, performance management, and building high-performing teams
- Passion for sustainability, clean energy, and creating meaningful impact on climate change
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