Director, Talent Acquisition

About the role

Social Finance is a national nonprofit and registered investment adviser (SF Advisors, LLC). We work with the public, private, and social sectors to create partnerships and investments that measurably improve lives. Since our founding in 2011, we have mobilized over $500 million in new investments designed to help people and communities realize improved outcomes in workforce and economic mobility, health, and housing. We are driven by the belief that social and economic systems should enable all people to thrive, and the conviction that we can create the most meaningful and measurable change in our communities when governments and markets work together. Our organization is built upon five core values: people, performance, integrity, collaboration, and inclusion. Our work spans four areas: Impact-first Investing, Workforce and Education Investments, Advisory & Public Sector Practice, and the Social Finance Institute. Our Impact-first Investment team designs, launches, and manages investments that provide solutions for effectively deploying impact capital across a range of social outcomes. Our Workforce and Education Investments team designs, launches and manages financial solutions focused on addressing workforce challenges, including skills acquisition and training access. Our Advisory team partners with government and philanthropy leaders to implement data-driven programs for advancing social impact. And through the Social Finance Institute, we aim to build the field and change systems through actionable research, communities of practice, and educational outreach. We are seeking an experienced Director of Talent Acquisition to join our five-person Talent team, report to the Head of Talent, and own full-cycle recruiting for all roles - entry-level to C-suite - across every function of the organization. This role serves on our management team and is a strong fit for a kind, dynamic, and data-driven talent leader who leads with a people-first mindset. The Director brings genuine care for candidates and colleagues alike, thrives in a fast-paced environment, and earns the trust of hiring managers and executives through responsiveness, sound judgment, and an unwavering commitment to quality. The ideal candidate is as comfortable designing a rigorous structured interview process as they are navigating an executive search - and brings the curiosity and initiative to continuously improve how Social Finance attracts, assesses, and brings on exceptional talent.

Responsibilities

• Full-Cycle Recruiting & Search Management
• Own end-to-end recruiting for all open roles across all functions and levels - from sourcing and screening through offer and pre-onboarding
• Lead deep intake conversations with hiring managers to scope roles, define candidate profiles, align on leveling, and set expectations for process timeline and competitiveness
• Review all inbound applications and determine advancement to phone screen and subsequent stages as appropriate for the search; maintain timely disposition of candidates throughout the pipeline
• Manage candidate pipelines with urgency; proactively surface risks and adjust sourcing strategies as needed
• Partner with retained and contingent search firms when appropriate; manage agency relationships and evaluate candidate submissions
• Candidate Experience & Communication
• Serve as the first and primary point of contact for all candidates from initial outreach through offer acceptance; deliver a people-first, responsive, and informative experience at every stage
• Administer offers: deliver offers verbally, communicate core compensation and benefits talking points, and send offer documentation in a timely manner
• Conduct reference checks and background screenings as appropriate; exercise sound judgment in evaluating results
• Maintain confidentiality and discretion throughout all candidate interactions and sensitive search processes
• Interview Process Design & Administration
• Build and administer structured interview processes in Greenhouse, including scorecards, interview guides, competency frameworks, evaluation attributes, and candidate-facing materials
• Design role-appropriate assessments - including take-home exercises, case studies, and skills-based evaluations - in collaboration with hiring managers
• Advise hiring managers and interviewers on interview best practices, question design, and legal compliance (e.g., prohibited inquiry topics, bias mitigation)
• Facilitate debrief conversations when group calibration is needed; leverage scorecard data as the primary mechanism for structured hiring decisions
• Thoughtfully adapt assessment approaches in response to the growing use of AI by candidates - designing evaluations that accurately surface genuine skills and judgment while accounting for the realities of how people work today
• Sourcing & Pipeline Development
• Lead direct and passive sourcing through LinkedIn Recruiter, the Social Finance careers page, pr

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