Senior Director, Global Talent Acquisition

At Jamf, we believe in an open, flexible culture based on respect and trust. Our track record and thriving work environment all stem from the freedom we grant ourselves to get the job done right. We take pride in helping tens of thousands of customers around the globe succeed with Apple.

The secret to our success lies in our connectivity, while operating with a high degree of flexibility. Work-life balance remains our priority while feeling connected is important to maintain our strong culture, achieve our goals, and thrive as #OneJamf.

What you'll do at Jamf:

The Senior Director, Global Talent Acquisition, owns the strategy, operations, and results of Jamf's global recruiting function, translating business growth targets into a scalable hiring model across all regions. Reporting to the SVP and Head of Human Resources, this role combines deep technical recruiting credibility with executive ownership of workforce planning, employer branding, and vendor economics to ensure Jamf can competitively hire the technical, sales, and business talent it needs to grow. The Senior Director represents Talent Acquisition on the HR Leadership Team and is accountable for the performance of the global TA function.

What you can expect to do in this role:

Owns and evolves Jamf's Global Talent Acquisition vision, strategy, and roadmap, translating business goals into a scalable, AI-enabled global hiring model

Leads, coaches, and develops a multi-layer global team of TA managers, recruiters, and coordinators, building succession depth and holding the team accountable for timely hiring outcomes, and develops the team into strategic Talent Advisors who consult with hiring teams on talent strategy

Owns capacity modeling across the global TA function to determine appropriate requisition load based on volume and level of hire (from entry-level repeatable roles to C-suite)

Acts as TA's primary strategic partner to Finance on global workforce planning, headcount forecasting, and TA budget allocation, independently determining resourcing trade-offs within approved budget and escalating only material changes

Defines and drives Jamf's employer brand and talent marketing strategy globally, partnering with Marketing to differentiate Jamf in competitive talent markets

Shapes how Jamf's hiring managers approach and mature their hiring practices, including training on interview technique, structured evaluation, and bias mitigation, and specialized guidance for evaluating technical and AI talent, tech stacks, and engineering leveling

Owns ATS strategy and vendor relationship, staying hands-on with configuration and integration work, and evaluates and rolls out AI-enabled recruiting tools to ensure responsible, effective use across the function

Manages staffing vendor and agency relationships, including day-to-day contract negotiation and renewals, and owns the contingent workforce strategy in partnership with Procurement.

Defines TA reporting and analytics strategy, key metrics and KPIs, and partners with HRIS to translate them into business requirements for build, using the resulting data to inform hiring strategy and business decisions.

Partners with Compensation on benchmarking and market-competitive pay strategy for critical and technical roles, and consults with business leaders on geographic expansion hiring practices

Serves as a trusted advisor to executive and business leaders on talent strategy, workforce risk, and organizational design implications

Leads TA through periods of organizational or operating-model change, such as restructuring, new systems adoption, or process redesign, managing team and stakeholder impact throughout

Represents Talent Acquisition on the HR Leadership Team and with executive leadership, providing thought leadership on talent market conditions and hiring risk

What we are looking for:

12+ years of full-cycle recruitment experience on a global scale (required)

7+ years in a Talent Acquisition leadership role, including experience leading multi-layered teams across multiple regions or a global organization (required)

Demonstrated experience with global workforce planning and headcount forecasting at a similarly sized SaaS company (required)

Working knowledge of employment law and regulatory requirements across multiple regions (e.g., EMEIA works councils, APAC labor norms), or demonstrated ability to partner effectively with Legal on these matters (required)

Applies fluency in regional talent market dynamics, including local compensation norms, sourcing channels, and candidate expectations, to tailor hiring strategy by geography (required)