About Drift  

Drift is the new way businesses buy from businesses. With its quickly evolving set of tools and playbooks, Drift is the world’s leading conversational marketing platform, trusted by top enterprise businesses. Sales and marketing teams rely on Drift to connect now with the customers who are ready to buy now. Based in Boston, Drift was founded by serial marketing technology entrepreneurs David Cancel and Elias Torres and is backed by leading venture capitalists including CRV, General Catalyst, and Sequoia.


About the role  

Drift is the fastest growing technology company in Boston.   We have more than 275 employees between our offices in Boston and San Francisco, adding more than 100 employees in the last 12 months.   

As the Director of Talent Acquisition, you will help build our strategy and our organization by anticipating business needs as we continue to increase our team, scale our organization, and expand to international markets. You will improve the effectiveness of our current team and processes, and drive strategic change.

You will be a key member of the People Leadership team in helping define our talent acquisition strategies and work with all levels of the organization to fulfill our goals.  


What you’ll be doing on the team:


In one month you'll

  • You will work extensively with our Head of People Operations and our Director of Learning and Development to coordinate our talent acquisition strategy with our company’s leadership principles, training and culture.
  • Create and drive a talent acquisition strategy that supports a diverse workforce of top talent to help Drift achieve its growth strategies.
  • Collaborates with business leaders on Workforce Planning to deliver against business hiring needs and ensures the company stays abreast of current hiring trends, competitive compensation programs, best practices and employment related data.
  • Ensure that candidates that move through Drift’s process have a positive experience.
  • Identifies and manages external talent acquisition and technology vendors that supports the hiring process (we use Greenhouse).

By month 3 you'll 

  • Evolve the talent acquisition model from operational recruiting to integrated/optimized model with strategic workforce planning, employment branding, successful social media campaigns, candidate relationship management, and a focus on robust talent acquisition programs such as Diversity, Alumni, Employee Referral, Professional Networks, etc.
  • Ensure consistent process documentation across the talent acquisition team
  • Use reporting and data to improve recruiting efficiency and to support Drift’s business departments
  • Leads a talent acquisition team that promotes a positive, high-performing, fun, innovative, and growth-oriented environment that consistently delivers results.

By month 6 you'll 

  • Acts as a strong partner to business leaders to provide consultation on talent acquisition strategies,challenges, and emerging talent trends in the market.
  • Lead long-range workforce planning that impacts the recruitment, engagement, performance, training, development, and retention of our workforce. Look for opportunities to think innovatively, optimizing the talent acquisition process and team, with a focus on scalable solutions.
  • Champion diversity and culture in all aspects of the hiring process, from content of job descriptions, training for hiring managers, formulation of interview panels as well as candidate experience leading into measurable improvement in availability and selection of diverse candidates into the organization. 
  • Develop and implement sourcing strategies to build out pipeline for current and future hiring demands, understanding business / geo expansion plans.
  • Partner with Marketing and the Head of People to promote the Drift employee value proposition and implement online and offline employer branding activities.


About you and what type of skills you’ll need:

  • At least 8 years of progressive responsibility within a global TA team including at least 5 years leading a team in that function, within a fast-paced technology or SaaS company Direct management experience of a recruiting team
  • Experience in developing long term talent acquisition strategies
  • Experience in the tech industry and preferably software industry, and comfortable with multi-tasking and prioritization 
  • Models diversity and inclusion awareness
  • Analytical mindset, detail-oriented, comfortable with data and processes
  • Experience in the build out of operations, data analytics, technology, tools, platforms and processes that help streamline global TA effort, bringing a faster time to hire and a diverse slate of high performing talent into the business, balancing a desire for consistency with an awareness of local market factors and needs 


Drift is committed to being an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Drift is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process.


Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Drift are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.