Director, Talent Strategy

Role 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 Director of Talent Strategy to lead a small, 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 and systems so our Talent team can shift from administrative execution to proactive sourcing, strategic business partnership, and executive search. You will personally lead key leadership searches (SVP → C-suite), design simple scalable processes, and use metrics and root-cause problem solving to continuously improve velocity and quality. This role is equal parts operator, project manager, change agent, and executive recruiter — you will drive the rocket ship.

What you’ll own

• Lead and coach a small team of recruiters to deliver exceptional hiring outcomes while maintaining alignment and speed.

• Architect and execute the Talent technology roadmap: evaluate, select, implement, and operationalize ATS/CRM, automation, hiring analytics, assessment tools, and sourcing platforms.

• Drive adoption and change management across Talent and hiring stakeholders so tools and processes are embedded and deliver measurable capacity gains.

• Shift recruiter time allocation away from transactional work toward active sourcing, stakeholder partnership, candidate engagement, and assessment.

• Own and personally execute senior- and executive-level searches (SVP → C-suite) using advanced sourcing, networking, assessment, and outreach playbooks.

• Define and own Talent KPIs and dashboards (e.g., time-to-fill, time-to-hire, pipeline velocity, quality-of-hire, offer acceptance, recruiter capacity, adoption metrics), and use them to identify friction points and drive simplification.

• Lead cross-functional projects to remove blockers, streamline decisioning, and shorten hiring cycles while protecting candidate experience.

• Conduct root-cause analysis on hiring bottlenecks and design elegant, sustainable solutions that scale with growth.

• Partner closely with business leaders and HR partners to forecast needs, develop talent pipelines, and design role-specific assessment frameworks.

• Manage vendor relationships and procurement for Talent tech and assessment partners.

What success looks like in 6–12 months

• Deliver on a Talent technology roadmap in 2026 and measurable adoption results.

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

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

• Lightweight, metrics-driven cadence for Talent (dashboards + weekly/biweekly reviews) that drives continuous improvement and Talent Pulse.

What we’re looking for

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

• Proven track record selecting, implementing, and driving adoption of Talent technology (ATS, CRM, automation, analytics, assessment tools).

• 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.

Nice-to-haves

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

• Background in employer brand or candidate experience transformation.
  
  
  
  
  

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