Director, Talent Acquisition

Why Ryan?

• Global Award-Winning Culture

• Flexible Work Environment

• Generous Paid Time Off
• World-Class Benefits and Compensation
• Company Sponsored Two-Way Transportation
• Duties and responsibilities, as they align to Ryan’s Key Results

• Rapid Growth Opportunities

• Exponential Career Growth

• Generous Paid Time Off
• World-Class Benefits and Compensation
• Company Sponsored Two-Way Transportation
• Duties and responsibilities, as they align to Ryan’s Key Results

The Director, Talent Acquisition leads the strategy and execution of recruiting across Ryan's India operations, ensuring timely, high-quality hiring for internal and external candidates. This role drives innovative sourcing and selection for experienced tax professionals, college and university graduates, corporate and field administrative roles, and technology talent (engineering, data, product, and related functions). The Director designs, implements, and continuously improves scalable recruiting processes while coaching teams and partnering with leaders firmwide.

People

• Leads, coaches, and develops the Talent Acquisition team; sets clear goals, establishes accountability, and builds a high-performance culture.
• Designs and delivers training for interviewers and hiring managers to improve speed, quality, and consistency of hiring decisions.
• Ensures compliance with applicable federal and state regulations for all hiring activities; partners with Legal/HR on policy updates.
• Builds career pathways and development plans for TA staff; fosters an inclusive, feedback-rich environment.

Client

• Plans and executes forward-looking recruiting strategies to compete in dynamic markets; pilots new channels, tools, and campaigns.
• Stays current on market trends and competitor activity; leverages benchmarking and networks to keep Ryan’s approach best-in-class.
• Partners closely with business leaders to anticipate demand, calibrate role profiles, and ensure excellent stakeholder engagement.
• Oversees experienced-hire recruiting from competitors/industry and leads university/early-career recruiting and intern programs.
• Cultivates relationships with colleges/universities (e.g., accounting departments, placement offices) to build strong, diverse pipelines.
• Builds and scales technology recruiting (software, data, product, QA, analytics) to support digital initiatives and growth.

Value

• Sets, tracks, and reports KPIs (time to slate/offer/fill, quality of hire, funnel health, DEI pipeline metrics, source ROI) for TA.
• Partners in the Annual Operating Plan (AOP) process on headcount planning, capacity modeling, and hiring forecasts.
• Acts as a change agent—identifies process improvements, builds objective business cases, and leads implementation to drive efficiency.
• Optimizes the applicant tracking system (Workday) to maintain accurate records, streamline workflows, and accelerate hiring.
• Oversees selection and placement of temporary/contract talent as needed.
• Ensures strong candidate experience and high offer-acceptance rates through structured closing strategies and compensation alignment.
• Proactively mines external platforms and networks; refines posting and sourcing strategies to expand and diversify pipelines.
• Manages the TA budget and vendor ecosystem; negotiates contracts, measures performance, and resolves issues promptly.
• Produces required compliance and operational reporting; contributes to special projects as assigned.

Computer Skills:

To perform this job successfully, an individual should have solid skills in Microsoft® Excel and Microsoft® Outlook, Microsoft® Word, and Internet navigation and research.  Workday experience preferred.

Supervisory Responsibilities:

Directly supervises employees in Talent Acquisition and carries out supervisory responsibilities in accordance with the Firm’s policies and applicable laws.

Work Environment:

• Standard indoor working environment.
• Occasional long periods of sitting while working at computer.
• Occasional long periods of standing while attending college recruiting programs.
• Position requires regular interaction with employees at all levels of the Firm and interface with external vendors, university staff and faculty, and candidates at all levels.