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Salesforce · Atlanta, GA; Chicago, IL; Dallas, TX; Seattle, WA
To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts. Job Category Employee Success Job Details About Salesforce Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn't a buzzword - it's a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all. Ready to level-up your career at the company leading workforce transformation in the agentic era? You're in the right place! Agentforce is the future of AI, and you are the future of Salesforce. About the Role We're looking for a Director, Talent Attraction (AMER) to lead the strategy and execution of how we source, engage, and attract top talent across the organization. This leader owns employer branding, sourcing strategy, and talent pipelining programs - partnering closely with talent delivery, employee brand marketing, and business leaders to build a high-quality pipeline that meets current and future hiring needs. The role also plays a key part in scaling our AMER sourcing model, including leading a high-performing AMER sourcing/recruiting organization, defining how the team operates and iterates as we understand the business's immediate and future talent needs. Responsibilities Develop and own end-to-end talent attraction strategy-utilizing competitive intel, market research, targeted sourcing, and activations to accelerate top-of-funnel pipeline. Lead and grow a team of Recruiting Managers, sourcers/Talent Attraction Partners, and talent brand specialists - setting goals, driving accountability, and coaching for performance. Partner with Talent Delivery leadership and cross-functional recruiting teams to forecast hiring needs and deliver against quarterly/annual hiring targets, including proactive pipelines for critical and hard-to-fill roles. Use data and market intelligence to identify talent trends, competitive benchmarking, sourcing channel effectiveness, and to forecast and manage team capacity against shifting headcount demand. Deliver and analyze reporting on pipeline health, funnel metrics, time-to-fill, and source-of-hire, driving transparency for senior leadership. Champion AI fluency across the organization-identifying oppor