Senior Director, Talent Acquisition

At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, mission-driven group dedicated to supporting and enabling our nearly 2,000 employees to do the most meaningful, high-impact work of their careers. 

As the world of work evolves rapidly, the Talent team plays a critical role in helping College Board adapt with clarity, consistency, and purpose. Guided by a clear philosophy, we design with the end user in mind, use data to solve real problems, innovate thoughtfully, and communicate directly and honestly. Our work is grounded in building high-performing teams, fostering strong and accountable leadership, and creating the conditions for every employee to thrive. 

The Talent Acquisition (TA) team builds College Board’s future workforce. It designs and delivers recruiting strategies that attract, assess, and hire diverse, mission-aligned talent at scale and delivers an onboarding experience that empowers new hires to lead and make impact early in their tenure. As the front door to College Board, the TA team ensures every hiring manager, candidate, and new hire experiences excellence, equity, and efficiency, powering the organization with the people, skills, and leadership needed to deliver on Elevate CB. 

About the Opportunity 

As the Senior Director, Talent Acquisition, you will lead one of College Board’s most critical enterprise capabilities: how we attract, assess, and hire the talent that powers our mission. In this role, you will own the execution and evolution of the Talent Acquisition strategy, building on a strong foundation to continuously refine and adapt how we hire as our organization and the external talent market evolve. You will ensure we are able to meet hiring demand at scale while maintaining a consistently high bar for talent, translating enterprise priorities into clear plans, aligned execution, and measurable outcomes. 

As the SD, Talent Acquisition you will operate at the intersection of delivery and innovation, ensuring that Talent Acquisition not only performs effectively today, but continues to improve over time. You will advance structured, evidence-based hiring practices that strengthen decision quality and fairness, while leading the adoption of AI-powered tools, automation, and modern systems that enable speed, efficiency, and focus on the most meaningful human elements of hiring. 

You'll also be responsible for building and leading our talent recruitment team, focused especially on maintaining strong culture and engagement, managing the team through change and adoption of tools, and remaining accountable for acquisition at scale. You will set strategy and vision and create clarity of expectations, provide timely feedback, and foster a culture of ownership and joy where team members take pride in their craft, their growth and their outcomes. This is a role for a leader who believes that strong systems and strong people go hand in hand, and that both are required to deliver consistent, enterprise-level results. 

Reporting to the Vice President of Talent, you will play a central role in shaping how we bring exceptional people into an organization committed to expanding opportunity for millions of students. 

In This Role, You Will… 

Lead Talent Acquisition Strategy and Operating Model (25%) 

• Own the execution and evolution of the enterprise Talent Acquisition strategy, ensuring alignment with College Board’s business priorities and broader Talent strategy 

• Translate enterprise goals into hiring plans, capacity models, and prioritization frameworks that guide recruiting execution into clear, measurable outcomes 

• Partner with VP and SVP leaders to align on hiring priorities, sequencing, and tradeoffs 

• Use data and forecasting to anticipate hiring demand, identify risks, and adjust approach as needed 

Team Leadership and Cross-Talent Collaboration (25%) 

• Lead and develop a team through layers, building clear structure, roles, expectations, and accountability.  

• Build a high-accountability, high-engagement culture grounded in ownership, collaboration, continuous improvement and pride in craft and team. 

• Partner closely with Talent Business Partners, Talent Enablement, Talent Operations, and other Talent leaders to ensure alignment and coordinated execution 

• Model strong leadership behaviors that reinforce trust, clarity, and consistent execution. 

• Accountable for the performance and talent trajectory of everyone who sits on the Talent Acquisition team 

Deliver Recruiting Results at Scale with Quality and Discipline (25%) 

• Lead the function to consistently deliver against enterprise hiring goals, including volume and time-to-hire, while maintaining strong hiring manager and candidate experience, while improving quality of hire over time. 

• In collaboration with direct reports, use data, dashboards, and forecasting to anticipate bottlenecks, manage tradeoffs, and communicate risks transparently to senior stakeholders. 

• Through direct reports, strengthen recruiter capability in stakeholder management, assessment quality, and consultative partnership. 

• Monitor funnel health and performance metrics, proactively addressing gaps and driving accountability across the team. 

• Reinforce and improve structured, evidence-based hiring practices across the organization through consistent use of scorecards, interview frameworks, and evaluation criteria rooted in College Board’s operating principles and leadership expectations 

• Provide guidance on complex, high-priority, or sensitive hiring decisions, ensuring consistency and sound judgment 

Build a Modern, AI-Enabled Recruiting Engine (25%) 

• Simplify recruiting workflows to eliminate unnecessary steps, reduce handoffs, and improve speed and clarity. 

• Implement AI-enabled tools, automation, and system integrations that reduce manual coordination, scheduling, documentation, and administrative effort. 

• Shift employee time spent on recruiting towards higher-value work such as candidate engagement, evidence evaluation, and strategic advising. 

• Ensure structured scorecards are consistently documented in systems of record to enable transparent reporting and long-term analysis of hiring quality. 

• Measure and continuously improve process efficiency, user satisfaction, perceived ease, effectiveness, and cycle time. 

About You 

You are an experienced talent leader who excels at translating strategy into execution at scale, while continuously improving how work gets done. You are equally comfortable driving results in the present and evolving systems for the future. 

You bring a strong balance of operational discipline, strategic thinking, sound judgment, and people leadership, and you understand how to operate within an established strategy while refining and adapting it to meet changing organizational needs. 

You are a thoughtful leader and culture builder. You set clear expectations, invest in developing your people, and provide candid, constructive feedback. You create an environment where people understand what excellence looks like and feel accountable for delivering it. 

You bring: 

• 8-10+ years of experience leading Talent Acquisition or recruiting functions at scale 

• Demonstrated success executing against and evolving talent acquisition strategies in complex, fast-paced environments 

• Deep expertise in structured, evidence-based hiring practices, and proven ability to consistently deliver hiring results at scale while maintaining high standards for quality and experience 

• Proven ability to lead and develop high-performing teams with clear expectations and strong accountability. 

• Sound judgment in fast-paced, ambiguous environments, balancing rigor, equity, speed, and care. 

• Strong ability to use data, metrics, and forecasting to inform decisions and drive performance 

• Experience implementing and scaling AI-enabled tools, automation, and recruiting systems 

• Strong collaboration skills and experience working across multiple Talent functions to deliver integrated talent outcomes, including working effectively with VP and SVP stakeholders to align priorities and manage tradeoffs 

• Sound judgment in complex, evolving environments, balancing speed, rigor, equity, and business needs 

• Ability to stay connected to execution while operating at a strategic level 

About Our Process   

• Application review will begin immediately and will continue until the position is filled. This role is expected to accept applications for a minimum of 5 business days. 

• While the hiring process may vary, it generally includes: resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.    

What We Offer 

At College Board, we offer more than just a paycheck—we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive. We’re a self-sustaining nonprofit that believes in fair and competitive compensation, grounded in your qualifications, experience, impact, and the market. 

A Thoughtful Approach to Compensation 

• The hiring range for this role is $128,000 - $190,000. 

• Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board. 

• We aim to make our best offer upfront—rooted in fairness, transparency, and market data. 

• We adjust salaries by location to ensure fairness, no matter where you live. 

You’ll have open, transparent conversations about compensation, benefits, and what it’s like to work at College Board throughout your hiring process. Check out our careers page for more. 

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