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)
• Deep fluency in sourcing techniques, including Boolean search, passive candidate engagement, and technical sourcing platforms such as GitHub and Stack Overflow (required)
• Proven experience negotiating and managing staffing vendor and agency contracts (required)
• Background in technical, engineering, or AI talent recruiting, with credibility to speak knowledgeably about tech stacks, engineering leveling frameworks, and technical interview design (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)
• Maintains real-time command of core TA metrics (time-to-fill, cost-per-hire, pipeline conversion, offer-acceptance rate) sufficient to speak to performance and trends in executive settings without preparation (required)
• Willingness and ability to personally run full-cycle recruiting for confidential, executive, or urgent searches when needed (required)
• Hands-on experience administering an ATS (e.g., Greenhouse, Workday) and evaluating AI-enabled recruiting tools (preferred)
• Demonstrated understanding of Enterprise Sales hiring dynamics, including attrition patterns and Quota Carrying Rep (QCR) levels (preferred)
• Experience partnering with Compensation teams on benchmarking and market-competitive pay strategy (preferred)
• Demonstrated ownership of employer branding and talent strategy at a regional or global level (preferred)

EDUCATION AND CERTIFICATIONS

• 4-year / Bachelor's degree in Human Resources, Business, Communications, or a related field (required)
• A combination of relevant experience and education may be considered (required)
• Senior Professional in Human Resources (SPHR) or SHRM-SCP certification (preferred)

SECURITY AND PRIVACY REQUIREMENTS

• Participation in ongoing security training is mandatory.
• Established security protocols will be adhered to, sensitive data will be handled responsibly, and data protection practices are followed, including understanding relevant privacy regulations and reporting breaches
• Acknowledging the Jamf Code of Conduct, where applicable security and privacy policies can be found, is a requirement of all roles at Jamf.

How we help you reach your best potential:

• Named a 2025 Best Companies to Work For by U.S. News
• Named a 2025 Newsweek America’s Greatest Workplaces for Mental Well-being
• Named a 2025 Newsweek America’s Greatest Workplaces for Gen Z
• Named one of Forbes Most Trusted Companies in 2024
• Named a 2024 Best Companies to Work For by U.S. News
• Named a 2024 Newsweek America’s Greatest Workplaces for Parents & Families
• Named a 2024 PEOPLE Companies That Care by PEOPLE® and Great Place To Work®
• Named a 2024 Best Technology Company to Work For by U.S. News
• We know that big ideas can come from anyone, so we empower everyone to make an impact. Our 90% employee retention rate agrees!
• You will have the opportunity to make a real and meaningful impact for more than 75,000 global customers with the best Apple device management solution in the world.
• Our volunteer time off allows employees to support and give back to our communities.
• We encourage you to simply be you. We constantly seek and value different perspectives to ensure Jamf is a place where everyone feels comfortable and can be successful.

Pay Transparency

At Jamf, base pay is one part of our total compensation package and is set within a defined range. These ranges can vary based on hiring location. Where an individual's pay falls within that range depends on several factors, including role scope, location, budget, skills, experience, and qualifications. This approach helps ensure fair, competitive pay and provides room to grow as you develop in your role.

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