About the Company

SecurityScorecard is an industry-leading cybersecurity company backed by Google, Sequoia, and Riverwood, among others. Our mission is to make the world a safer place. We measure your and your vendors' cyber-health by assigning a security rating of "A" through "F" based on outside-in, non-intrusive data. Our Comprehensive security ratings, advanced data analytics, and actionable insights discover Third-Party Vulnerabilities & Security Gaps In Real-Time. 

Headquartered in NYC with over 200+ employees globally, raised over USD 110M, used by 1,000+ enterprise customers, and rating 1.5 million companies. We have created a new category of enterprise software, and our culture has helped us be recognized as one of the 10 hottest SaaS startups in NY for two years in a row.

Our vision is to create a new language for companies and their partners to communicate, understand, and improve each other’s security posture.

The Director of Talent Acquisition is responsible for providing leadership and direction for Security Scorecard’s Technical, Product and Engineering Organizational recruiting efforts globally. This player/coach position will work with the Head of Talent Acquisition and play a big role in directing and executing our technical recruitment strategy and will serve as a Talent Acquisition trusted advisor for the Technical, Product and Engineering groups. The successful candidate must be an energetic, forward thinking and have a passion around developing best in class recruiting/strategy programs to attract high performing talent.  This role will report to the global Head of Talent Acquisition.


Drive Operational Excellence

  • Own full-cycle recruiting for Technical, Engineering and Product organizations.
  • You'll devise a top-of-funnel strategy, drive searches, screen resumes, qualify, interview, and manage candidates throughout the interview process from prepping before interviews and run point on offers and closing candidates
  • Utilize recruiting data and metrics and deliver regular reporting to inform key decisions and provide solutions
  • Relentlessly assess your teams recruiting effectiveness and ensure operational excellence
  • Maintain and manage data integrity in Greenhouse applicant tracking system.
  • Develop guidelines, compliance, and best practices for how recruiting team utilizes applicant tracking software and other recruiting tools and ensure OFCCP compliance
  • Drive vendor strategy and manage recruiting partners

Design and Execute on Technical Recruiting Strategy

  • In partnership with the Head of Talent Acquisition, develop a clear roadmap with short- and long-term talent acquisition strategies to ensure Technical, Engineering and Product hiring objectives are met
  • Manage the technical recruiting team
  • Drive the interview process with an eye towards a great candidate experience
  • Assess and enhance the candidate experience; monitor feedback channels
  • Ensure recruiting resources are allocated to support the most critical business initiatives
  • Determine technical sourcing strategy to build a robust, diverse talent pipeline
  • Partner with Technical, Engineering and Product leadership on making objective hiring decisions
  • Oversee senior executive-level and critical positions across various functional areas
  • Manage intern recruiting initiatives in partnership with the HRBP

Build Partnerships

  • Build strong partnerships with senior leadership across multiple functions and geographies to develop a keen understanding of business priorities and to provide strategic insights as a trusted advisor
  • Inform leaders on key talent issues, and propose creative ideas for identifying and attracting top talent in a competitive market
  • Partner closely with HR colleagues to ensure a cohesive approach

Basic Qualifications:

  • Bachelor’s degree required
  • 7+ years of Tech recruiting experience a must including at least 2 years of team management

Additional Qualifications:

  • Experience in a SAAS environment strongly preferred
  • Demonstrated ability to anticipate and address talent needs and develop appropriate strategies
  • Demonstrated ability to establish oneself as a strategic, consultative partner to executive team, and build highly effective relationships across the organization
  • Must exhibit poise and savvy with strong communication, negotiation, and influencing skills


  • Business Acumen –align talent strategies to drive business goals
  • Client Service – client focus and ability to build trust and rapport across all levels
  • Proactivity – exhibit relentless pursuit for new and innovative talent strategies
  • Collaboration – build strong relationships at all levels across the organization
  • Critical Thinking – ask probing questions; anticipate and address critical talent gaps and needs
  • Influence – present a thoughtful point-of-view with persuasion, tact, and diplomacy
  • Conflict Resolution – possess sound judgment and savvy in navigating and resolving complex talent and organizational issues


  • We offer a competitive salary, stock options, a comprehensive benefits package, including health and dental insurance, unlimited PTO, parental leave, tuition reimbursements, and much more!
  • SecurityScorecard embraces diversity. We believe that our team is strengthened through hiring and retaining employees with diverse backgrounds, skillsets, ideas, and perspectives. We make hiring decisions based upon merit and do not discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, marital status, veteran, or disability status.

Apply for this Job

* Required


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

Individuals seeking employment at SecurityScorecard 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 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you 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:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

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.