Director - Sales Hiring North America

Hitachi, Ltd.; San Jose (CA); Remote; USD 100,000 - 150,000; Full time

Benefits offered by this job

Flexible work schedules

Remote/homwork opportunities

Professional development and training

Competitive benefits and 401K

Job summary

GlobalLogic seeks a Director of Talent Acquisition for North America to lead end-to-end recruitment of executive and high-impact sales leadership across NAM, including VP, Client Partners, and Directors. You will partner with C-suite and BU leaders, shaping talent strategy, market intelligence, and talent mapping to fuel growth in North America.

The role requires 12–18+ years in TA with 5+ years in director-level positions, deep PES/IT services knowledge, and a strong track record in senior

Qualifications

• 12–18+ years of progressive Talent Acquisition experience, including 5+ years in director/senior management.

Responsibilities

• Own end-to-end executive-level recruitment for NAM sales leaders and key roles across PES and IT services.
• Advise C-suite and business leaders on talent availability, market trends, and organizational structure.
• Structure competitive executive packages, lead complex negotiations, and manage offer closures.
• Establish metrics and analytics to track Time-to-Fill, cost-per-hire, retention, and quota attainment.

Skills

Executive recruiting

Sales leadership

Talent mapping

Negotiation

Market knowledge

Education

Bachelor’s Degree in HR/Business

Job description

Job Description

As Director of Talent Acquisition Group (TAG) focusing on North America, you will own and drive the end-to-end recruitment strategy for executive and high-impact sales leadership roles across the NAM region. In the Product Engineering Services sector, revenue growth depends on acquiring top-tier sales leaders, Client Partners, Vice Presidents of Sales, and Business Development Directors who possess deep domain expertise in embedded systems, cloud engineering, IoT, enterprise digital transformation, and software product development.

You will serve as a strategic talent advisor to C-suite executives, and Business Unit Leaders, designing talent mapping strategies, leading high-touch headhunting initiatives, and building robust talent pipelines that fuel business expansion in North America.

GlobalLogic estimates the starting pay range for this role to be performed inUSA is $100,00 to $150,000 and reflects base salary only. This pay range is provided as a good faith estimate and the amount offered may be higher or lower. GlobalLogic takes many factors into consideration in making an offer, including candidate qualifications, work experience, operational needs, travel and onsite requirements, internal peer equity, prevailing wage, responsibilities, and other market and business considerations.

Requirements

Requirements:

• Work Experience 12–18+ years of progressive experience in Talent Acquisition, with at least 5+ years in a Director or Senior Management capacity.
• Industry Background Deep experience within Product Engineering Services (PES), Digital Transformation Services, ER&D Services, or IT Services/Consulting.
• Hiring Track Record Proven, demonstrable track record of successfully hiring sales leaders (VPs, Client Partners, Hunters, Strategic Account Directors).
• Geographic Focus In-depth knowledge of the North American technology sales talent ecosystem (US & Canada).
• Sourcing Capability High mastery of direct executive search, candidate mapping, cold outreach, and candidate negotiation; low reliance on inbound job board candidates.
• Education Bachelor's Degree in Human Resources, Business Administration, or related field (MBA preferred).

Key Competencies

• Domain Credibility: Ability to converse fluently with senior executives about product engineering domains (e.g., semiconductor, automotive ER&D, healthcare device engineering, cloud native services, edge computing).
• High Impact Negotiation: Advanced expertise in structuring complex compensation plans and navigating counteroffers.
• Executive Presence: Outstanding verbal and written communication skills suitable for C-suite alignment and board-level reporting.
• Discretion & Integrity: Demonstrated success managing confidential executive searches and sensitive organizational restructuring hiring.

Job Responsibilities

1. Executive Sales Hiring Strategy & Execution

• Direct Executive Recruiting: Take full ownership of the end-to-end talent acquisition lifecycle for executive-level sales roles, including VP/SVP of Sales, Regional Sales Directors, Strategic Account Directors, and Head of Business Development across NAM.
• Proactive Sourcing & Headhunting: Leverage active network, direct sourcing, discreet talent mapping, and executive search methodologies to engage passive sales talent currently producing results at competitor Product Engineering Services or Technology Consulting firms.
• Competency Assessment: Conduct structured executive-level interviews evaluating candidates on track record of quota achievement, deal structuring (T&M, fixed price, outcome-based/managed services), enterprise network, and cultural alignment.

2. Strategic Stakeholder Advisory

• Executive Partnership: Act as a trusted strategic advisor to the CEO, Regional President (NAM), Chief Revenue Officer, and Global Head of HR on talent availability, market trends, and organizational structure.
• Market Intelligence: Provide real-time market data on executive compensation structures, commission models, talent density across key tech hubs, and competitive intelligence regarding rival PES vendors.
• Talent Mapping: Continuously maintain a mapped network of top 1% sales performers across North America, enabling proactive leadership hiring in anticipation of revenue growth targets.

3. Offer Management & Closing

• Structuring Executive Packages: Design competitive, market-aligned offer packages incorporating base salary, variable incentives (OTE, commission tiers), retention bonuses, and equity/LTIPs tailored to executive expectations in North America.
• Offer Negotiation & Closing: Lead complex compensation negotiations with senior sales leaders, navigating non-compete/non-solicit constraints, notice periods, and variable pay transitions.

4. Operations Management

• Metrics & Analytics: Establish tracking and reporting on critical executive hiring metrics: Time-to-Fill, Offer Acceptance Rate, Cost-per-Hire, 12-Month Sales Retention Rate, and New Hire Quota Attainment velocity.
• Employer Branding: Elevate the organization's market employer brand in North America through targeted outreach, leadership networking events, and executive candidate experience initiatives.

What we offer

Exciting Projects:Come take your place at the forefront of digital transformation! With clients across all industries and sectors, we offer an opportunity to work on market-defining products using the latest technologies.

Collaborative Environment: You can expand your skills by collaborating with a diverse team of highly talented people in an open, laidback environment — or even abroad in one of our global centers or client facilities!

Work-Life Balance:GlobalLogic prioritizes work-life balance, which is why we offer flexible work schedules and opportunities to work from home.

Professional Development:We provide continuing education classes, professional certification and training (technical, soft skills, language, and communication skills) to help you realize your professional goals. Being part of a global organization, there are additional learning opportunities through international knowledge exchanges.

Excellent Benefits:We provide our employees with competitive salaries, health and life insurance, short-term and long-term disability insurance, a matched contribution 401K plan, flexible spending accounts, and PTO and holidays

About GlobalLogic

GlobalLogic is a full-lifecycle product development services leader that combines chip-to-cloud software engineering expertise and vertical industry experience to help our customers design, build, and deliver their next-generation products and digital experiences. We expertly integrate design, complex engineering, and agile delivery capabilities to deliver superior business outcomes for global brands in telecom, automotive, healthcare, technology, media and entertainment, manufacturing, and semiconductor industries.

Headquartered in Silicon Valley, GlobalLogic employs over 25,000 designers and engineers across the globe. Analysts like NASSCOM and Zinnov have recognized us for being a top company in our field, and we are consistently nominated as a preferred employer by both global HR consultative firms and local job boards. By creating a work environment that is exciting and flexible, and by fostering growth through ongoing learning and development programs, we empower our employees to achieve both their professional and personal goals.

At GlobalLogic, we make amazing products — and careers.