Job description
Zipdev is on a mission to be a leader in nearshore staffing, connecting elite LatAm talent with ambitious North American companies. Talent is the product.
We are looking for a Vice President of Talent to architect, build, and lead the single most effective, scalable, and defensible talent engine in our industry. This is not a traditional HR leadership role. This is a strategic, executive-level position responsible for the entire talent lifecycle—from the first sourcing message to creating an environment where our team members thrive, stay, and do the best work of their careers.
You will own our talent engine: Talent Acquisition (recruiting) and Talent Success (HR/people operations). You will be the single point of accountability for attracting, developing, and retaining the elite professionals who deliver value to our clients every day. Your success will be measured by the speed and quality of our placements and the lifetime value of our team members.
If you are a builder who sees talent as the core driver of enterprise value, we want to talk to you.
What You’ll Own & Build (Responsibilities)
- Executive Leadership & Strategy: Serve as a key member of the executive leadership team, translating company vision into a cohesive talent strategy. Own the P&L and budget for the entire Talent function.
- Architect a World-Class Talent Engine: Design and lead the integrated functions of Talent Acquisition and Talent Success. Create a seamless, data-driven system that ensures a fluid and exceptional experience for every candidate and team member.
- Scale the Talent Acquisition Machine: Oversee Talent Acquisition to build a recruiting function that can predictably and efficiently source, vet, and place hundreds of A-players per year, decreasing time-to-fill while increasing quality.
- Drive Elite Retention & Performance: Oversee Talent Success to build programs that maximize team member engagement, development, and retention. Own the core metric of regrettable turnover and build the systems (onboarding, performance management, L&D) to keep it best-in-class.
- Data-Driven Operations: Champion a culture of radical accountability to metrics. Define, track, and report on the KPIs that matter—time-to-fill, cost-per-hire, submittal-to-hire ratio, regrettable turnover, and team member lifetime value (LTV).
- Build Your Team: Recruit, hire, and develop A-player leaders and individual contributors, empowering leaders to build their own high-performing teams.
Who You Are (Requirements)
- Proven Scaler: 10+ years of progressive experience in people/talent functions, with at least 3-5 years in a senior leadership role (Director level or above) at a high-growth company (ideally from 100 to 500+ employees).
- Staffing or B2B Service Model Expertise: You must have experience in a business where people are the product (e.g., staffing, consulting, professional services). You understand the direct line between talent retention and company success.
- Metrics-Obsessed Operator: You speak the language of CAC, LTV, and ROI. You have a demonstrated history of using data not just to report on the past, but to architect the future and drive business outcomes.
- Commercially-Minded: You think like a business owner. You understand that the Talent function is not a support service but a primary driver of revenue and client satisfaction.
- Recruiting DNA: While you will lead all of talent, you have a deep, foundational understanding of what it takes to build a world-class technical recruiting organization.
- Unwavering A-Player Bar: You are a magnet for top talent and have a proven history of hiring, developing, and retaining exceptional leaders and individual contributors.
- Location: To facilitate strategic alignment with our primary client market, exceptional candidates in the US, Latin America, and Canada will be considered.
Why This is a Unique Opportunity
Build From a Strong Foundation: We are a profitable company with a solid reputation and a clear vision. You aren’t fixing a broken system; you are building the hyper-growth engine on top of a stable base.
Direct Impact on Enterprise Value: Your work will be the single most important driver in achieving our goals and making Zipdev a market leader.
Ownership & Autonomy: You will report directly to the founders and have the autonomy to build your vision for the best talent engine in the nearshore space.
Work remotely Monday - Friday, 40 hours a week (no weekends)
Vacation: 10 business days a year
Holidays: 5 National Holidays a year
Company Holidays: 5 Company Holidays a year (Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day, Zipdev Day)
Parental Leave
Health Care Reimbursement
Active Lifestyle Reimbursement
Quarterly Home Office Reimbursement
Payroll Deduction Purchase Plans
Longevity Bonus
Continuous Learning Bonus
Access to Training and Professional Development Platforms
Did we mention it’s REMOTE?!!
One of our core values at Zipdev is “Be authentic.” that’s why we encourage you to answer the application form in your own words; we are interested in getting to know you, not a digital assistant.
Wondering how our remote environment or our payment method work? We’ve put together some helpful answers in our FAQs at the bottom our our career site. Take a look and let us know if you have any other questions!
