Director, Talent Acquisition

Company Description

Guardant Health is a leading precision oncology company focused on guarding wellness and giving every person more time free from cancer. Founded in 2012 Guardant is transforming patient care and accelerating new cancer therapies by providing critical insights into what drives disease through its advanced blood and tissue tests real-world data and AI analytics. Guardant tests help improve outcomes across all stages of care including screening to find cancer early monitoring for recurrence in early-stage cancer and treatment selection for patients with advanced cancer. For more information visitand follow the company onLinkedInX (Twitter)andFacebook.

The Opportunity

Guardant Health is seeking a Director of Talent Acquisition to lead our enterprise-wide hiring execution across all functions. This role reports to the VP Global Talent Acquisition and is a peer to senior leaders overseeing TA Process Optimization and Senior Niche and international hiring.

The Director is responsible for shaping and delivering a scalable inclusive and data-driven talent acquisition model that enables Guardants growth innovation and mission to transform cancer care.

This leader will partner closely with business leaders and the Head of People Business Partners to translate workforce strategy into hiring outcomes. The Director will lead a team of four Talent Acquisition Managers who in turn oversee a blended recruiting ecosystem of contractors and RPO partners.

Success will be measured by the ability to build trust with leaders tell a compelling talent story through data and lead a high-performing TA organization that delivers results with urgency agility and equity.

What Youll Do

Enterprise Talent Strategy & Business Partnership

• Serve as a trusted advisor to business leaders and People leadership on enterprise-wide workforce planning / talent execution and hiring priorities.
• Partner closely with the Head of People Business Partners to align hiring execution with business goals organizational design and capability needs.
• Translate short- and long-term business plans into actionable scalable hiring strategies across diverse functions and skill sets.
• Provide market insights workforce trends and talent intelligence to guide decision-making and influence leadership alignment.
• Champion inclusive hiring practices that promote fairness access and equity across all stages of the hiring lifecycle.

Data Analytics & Talent Storytelling

• Own the enterprise TA data narrative connecting hiring metrics to business outcomes capacity planning and growth.
• Leverage data and analytics to identify trends risks and opportunities and clearly communicate insights to executive and functional leaders.
• Partner with People Analytics and TA Process Optimization (TAPO) to define KPIs dashboards and reporting that drive transparency and accountability.
• Use data to continuously refine hiring strategies operating models and resource allocation across FTE RPO and contingent labor.

Operating Model & Delivery Excellence

• Lead and evolve a hybrid TA delivery model that effectively balances internal teams contractors and RPO partners.
• Ensure consistent high-quality hiring experiences across functions while allowing flexibility to meet unique business needs.
• Partner with TA Process Optimization to optimize recruiting tools workflows and governance.
• Drive operational rigor clarity of roles and scalable processes that support growth without sacrificing candidate or stakeholder experience.

People Leadership & Team Development

• Lead coach and develop four Talent Acquisition Managers enabling them to be strong people leaders and strategic partners.
• Foster a culture of trust accountability learning and continuous improvement across the TA organization.
• Support leaders in navigating change prioritization and complexity within a fast-growing environment.
• Build a team environment where diverse perspectives are valued and inclusive leadership behaviors are expected and modeled.

What Were Looking For

• Experience: 10 years of progressive talent acquisition experience including senior leadership roles overseeing enterprise or multi-function hiring.
• Enterprise Mindset: Demonstrated success leading TA strategy across diverse functions in complex high-growth or matrixed organizations.
• Relationship Builder: Strong ability to build credibility and influence with senior leaders PBPs and cross-functional partners.
• Data Fluency: Comfort using data analytics and insights to inform strategy and clearly tell the talent story to different audiences.
• People Leader: Proven experience leading managers and building scalable high-performing teams.
• Operational Strength: Experience managing hybrid recruiting models including RPO and contingent workforces.
• Inclusive Leadership: A demonstrated commitment to inclusive hiring equitable processes and belonging in leadership practices.
• Adaptability: Thrives in ambiguity and change with the ability to balance strategy and execution.
• Ai Adoption: Demonstrated curiosity and willingness to leverage AI-enabled tools and technologies to improve efficiency effectiveness and quality of work.

Hybrid Work Model: This section is applicable to onsite employees who are eligible for hybrid work location as specified by management and related policies. Guardant has defined days for in-person/onsite collaboration and work-from-home days for individual-focused time. All U.S. employees who live within 50 miles of a Guardant facility will be required to be onsite on Mondays Tuesdays and Thursdays. We have found aligning our scheduled in-office days allows our teams to do the best work and creates the focused thinking time our innovative work requires. At Guardant our work model has created flexibility for better work-life balance while keeping teams connected to advance our science for our patients.