Director, Talent Acquisition

Company Overview Docusign brings agreements to life. More than 1.8 million customers and more than a billion people in over 180 countries use Docusign solutions to accelerate the process of doing business and simplify people’s lives. With intelligent agreement management, Docusign unleashes business-critical data that is trapped inside of documents. Until now, these were disconnected from business systems of record, costing businesses time, money, and opportunity. Using the Docusign AI-native IAM platform, companies can create, commit, and manage agreements with solutions created by the #1 company in e-signature and contract lifecycle management (CLM). What you'll do We are seeking an operational, highly engaged Director of Talent Acquisition to lead end-to-end recruitment across our Sales and Partner organizations. This role is built for a hands-on executor and relationship builder who thrives in the day-to-day rhythm of a high-volume, high-growth transactional business while steering strategic alignment across commercial leadership functions. You will lead and develop a high-performing recruiter team, maintain tight control over reporting metrics, rebuild cross-functional partnerships, and elevate the internal and external TA brand. Crucially, this leader will actively influence sales leaders through the use of data-slicing and dicing talent analytics, funnel metrics, and capacity modeling to provide actionable transparency into hiring needs, team performance, and market dynamics for both business executives and the internal TA organization. This position is a people manager role reporting to the VP, Talent Acquisition. Responsibility Directly oversee day-to-day recruiting execution for Global Sales and Partner teams to hit high velocity, quarterly hiring targets Ensure the commercial organization is consistently at full headcount capacity Identify funnel friction early; actively dive into tactical execution, candidate sourcing, and requisition triage whenever critical gaps emerge Partner seamlessly with Sr. Director, HRBP - Sales and the broader People Partner (HRBP) leadership team to build unified talent strategies Establish credibility as a trusted operational advisor to Sales and Partner executives through proactive communication and reliable follow-through Transform the TA-Finance dynamic into an aligned, high-trust strategic partnership Operationalize and optimize hire-ahead requisition models to anticipate attrition patterns and sales ramp times Institute rigorous reporting controls and cadences (weekly dashboards, SLA tracking, time-to-fill, offer acceptance rates, and pipeline health) Manage, mentor, and elevate a high-performing team of full-lifecycle sales recruiters Set clear delivery expectations, remove process roadblocks, and foster an accountability-driven, results-oriented culture Provide hands-on coaching across complex candidate negotiations, offer package structuring, and closing strategies Embed with Sr. Director, HRBP - Sales and key HRBPs; audit current sales pipelines and ATS reporting health; establish baseline data reviews with sales leaders to align on immediate open headcount, critical funnel bottlenecks, and capacity gaps Partner with Finance to formalize the hire-ahead requisition model; roll out executive-ready dashboards and recruiter KPIs to provide weekly visibility into pipeline health and performance metrics; initiate the internal sales referral drive Achieve steady-state headcount across all Sales and Partner territories; firmly establish data-driven business reviews as standard operating rhythm, elevating TA's standing as an indispensable strategic advisor to sales leadership Job Designation Hybrid: Employee divides their time between in-office and remote work. Access to an office location is required. (Frequency: Minimum 2 days per week; may vary by team but will be weekly in-office expectation) Positions at Docusign are assigned a job designation of either In Office, Hybrid or Remote and are specific to the role/job. Preferred job designations are not guaranteed when changing positions within Docusign. Docusign reserves the right to change a position's job designation depending on business needs and as permitted by local law. What you bring Basic 15+ years of related experience Experience leading, mentoring, and scaling full-lifecycle recruiting teams within fast-paced technology or corporate environments Experience in sales and go-to-market (GTM) recruiting, with a demonstrated grasp of revenue hiring dynamics (quota capacity, ramp schedules, and pipeline continuity) Experience in talent analytics, ATS reporting, and funnel metrics, with proven success using data to influence commercial leaders and steer hiring strategy Experience partnering closely with FP&A/Finance on headcount modeling, budget governance, and hire-ahead strategies Experience collaborating cross-functionally with senior HRBPs and executive commercial stakeholders to execute complex workforce plans Ability to work on-site at our San Francisco, CA office a minimum of 3 days per week Preferred Prior recruiting leadership experience within high-growth, high-volume enterprise software (SaaS) or transactional tech environments Proven track record designing and rolling out formal recruiter performance scorecards, capacity models, and executive-facing talent dashboards Experience building and running structured employee referral programs that drive substantial pipeline yield across sales and partner networks Strong background navigating executive-level compensation negotiations, equity structures, and competitive offer package design in competitive commercial talent markets Wage Transparency Pay for this position is based on a number of factors including geographic location and may vary depending on job-related knowledge, skills, and experience. Based on applicable legislation, the below details pay ranges in the following locations: California: $186,100.00 - $300,550.00 base salary This role is also eligible for the following: Bonus: Sales personnel are eligible for variable incentive pay dependent on their achievement of pre-established sales goals. Non-Sales roles are eligible for a company bonus plan, which is calculated as a percentage of eligible wages and dependent on company performance. Stock: This role is eligible to receive Restricted Stock Units (RSUs). Global benefits provide options for the following: Paid Time Off: earned time off, as well as paid company holidays based on region Paid Parental Leave: take up to six months off with your child after birth, adoption or foster care placement Full Health Benefits Plans: options for 100% employer paid and minimum employee contribution health plans from day one of employment Retirement Plans: select retirement and pension programs with potential for employer contributions Learning and Development: options for coaching, online courses and education reimbursements Compassionate Care Leave: paid time off following the loss of a loved one and other life-changing events Work Authorization Notice: Please note that we do not provide visa sponsorship or immigration support for this position. Applicants must already be authorized to work in the United States on a full-time, permanent basis without the need for current or future sponsorship. Life at Docusign Working here Docusign is committed to building trust and making the world more agreeable for our employees, customers and the communities in which we live and work. You can count on us to listen, be honest, and try our best to do what’s right, every day. At Docusign, everything is equal. We each have a responsibility to ensure every team member has an equal opportunity to succeed, to be heard, to exchange ideas openly, to build lasting relationships, and to do the work of their life. Best of all, you will be able to feel deep pride in the work you do, because your contribution helps us make the world better than we found it. And for that, you’ll be loved by us, our customers, and the world in which we live. Accommodation Docusign is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need such an accommodation, or a religious accommodation, during the application process, please contact us at accommodations@docusign.com. If you experience any issues, concerns, or technical difficulties during the application process please get in touch with our Talent organization at taops@docusign.com for assistance. AI in Our Hiring Process At Docusign, we embrace technology to enhance efficiency and create a better candidate experience. We may record or transcribe interviews using enterprise AI tools to assist with meeting notes and interview documentation so our teams can stay fully engaged in the conversation. All hiring decisions remain 100% human-led. You have the right to opt out at any time by notifying your recruiter or interview team, with zero impact on your candidacy. We encourage using AI tools to research and prepare beforehand. However, to ensure an authentic evaluation, live AI assistance or external recording bots during interviews are not permitted. Applicant and Candidate Privacy Notice States Not Eligible for Employment This position is not eligible for employment in the following states: Alaska, Hawaii, Maine, Mississippi, North Dakota, South Dakota, Vermont, West Virginia and Wyoming. Equal Opportunity Employer It's important to us that we build a talented team that is as diverse as our customers and where all employees feel a deep sense of belonging and thrive. We encourage great talent who bring a range of perspectives to apply for our open positions. Docusign is an Equal Opportunity Employer and makes hiring decisions based on experience, skill, aptitude and a can-do approach. We will not discriminate based on race, ethnicity, color, age, sex, religion, national origin, ancestry, pregnancy, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, registered domestic partner status, caregiver status, marital status, veteran or military status, or any other legally protected category. EEO Know Your Rights poster #LI-Hybrid

We are seeking an operational, highly engaged Director of Talent Acquisition to lead end-to-end recruitment across our Sales and Partner organizations. This role is built for a hands-on executor and relationship builder who thrives in the day-to-day rhythm of a high-volume, high-growth transactional business while steering strategic alignment across commercial leadership functions. You will lead and develop a high-performing recruiter team, maintain tight control over reporting metrics, rebuild cross-functional partnerships, and elevate the internal and external TA brand. Crucially, this leader will actively influence sales leaders through the use of data-slicing and dicing talent analytics, funnel metrics, and capacity modeling to provide actionable transparency into hiring needs, team performance, and market dynamics for both business executives and the internal TA organization. This position is a people manager role reporting to the VP, Talent Acquisition. Responsibility Directly oversee day-to-day recruiting execution for Global Sales and Partner teams to hit high velocity, quarterly hiring targets Ensure the commercial organization is consistently at full headcount capacity Identify funnel friction early; actively dive into tactical execution, candidate sourcing, and requisition triage whenever critical gaps emerge Partner seamlessly with Sr. Director, HRBP - Sales and the broader People Partner (HRBP) leadership team to build unified talent strategies Establish credibility as a trusted operational advisor to Sales and Partner executives through proactive communication and reliable follow-through Transform the TA-Finance dynamic into an aligned, high-trust strategic partnership Operationalize and optimize hire-ahead requisition models to anticipate attrition patterns and sales ramp times Institute rigorous reporting controls and cadences (weekly dashboards, SLA tracking, time-to-fill, offer acceptance rates, and pipeline health) Manage, mentor, and elevate a high-performing team of full-lifecycle sales recruiters Set clear delivery expectations, remove process roadblocks, and foster an accountability-driven, results-oriented culture Provide hands-on coaching across complex candidate negotiations, offer package structuring, and closing strategies Embed with Sr. Director, HRBP - Sales and key HRBPs; audit current sales pipelines and ATS reporting health; establish baseline data reviews with sales leaders to align on immediate open headcount, critical funnel bottlenecks, and capacity gaps Partner with Finance to formalize the hire-ahead requisition model; roll out executive-ready dashboards and recruiter KPIs to provide weekly visibility into pipeline health and performance metrics; initiate the internal sales referral drive Achieve steady-state headcount across all Sales and Partner territories; firmly establish data-driven business reviews as standard operating rhythm, elevating TA's standing as an indispensable strategic advisor to sales leadership

Basic 15+ years of related experience Experience leading, mentoring, and scaling full-lifecycle recruiting teams within fast-paced technology or corporate environments Experience in sales and go-to-market (GTM) recruiting, with a demonstrated grasp of revenue hiring dynamics (quota capacity, ramp schedules, and pipeline continuity) Experience in talent analytics, ATS reporting, and funnel metrics, with proven success using data to influence commercial leaders and steer hiring strategy Experience partnering closely with FP&A/Finance on headcount modeling, budget governance, and hire-ahead strategies Experience collaborating cross-functionally with senior HRBPs and executive commercial stakeholders to execute complex workforce plans Ability to work on-site at our San Francisco, CA office a minimum of 3 days per week Preferred Prior recruiting leadership experience within high-growth, high-volume enterprise software (SaaS) or transactional tech environments Proven track record designing and rolling out formal recruiter performance scorecards, capacity models, and executive-facing talent dashboards Experience building and running structured employee referral programs that drive substantial pipeline yield across sales and partner networks Strong background navigating executive-level compensation negotiations, equity structures, and competitive offer package design in competitive commercial talent markets