Senior Director, Talent Acquisition (AI, Product, Engineering & Experience)

It all started when engineer Fred Luddy wrote code that automated a tedious task for his coworker, Phyllis. She cried tears of joy. That moment inspired Fred to build a company that could do that for everyone—freeing people from busywork so they could focus on meaningful work. Today, ServiceNow is the AI control tower for business reinvention. Our ServiceNow AI platform brings together any AI, any data, and any workflow— helping 85% of the Fortune 500® work smarter, faster, and better. We're building an AI-native culture where technology and talent are unstoppable together. And we're just getting started. Join us to put AI to work for people. This leader will serve as a key strategic partner to the VP of Talent Acquisition, helping shape and execute our AI-native strategic recruiting agenda. This includes leading recruiting integration across acquisitions, including Moveworks and owning Workforce Planning & Budgeting (WPB) strategy and execution for APEX (AI, Product, Engineering & Experience) In partnership with the VP, this Senior Director will also drive APEX-specific candidate assessment strategy and execution, with meaningful working-hours overlap with APEX leadership's time zone to support real-time collaboration on assessment and hiring decisions. This is a hybrid role requiring a minimum of one day per week on-site at our Mountain View and/or Santa Clara offices. What you get to do in this role: The Senior Director, Talent Acquisition is responsible for designing and executing an industry-leading technical recruiting strategy that proactively identifies and engages transformative technical talent to support our business priorities. This role will be a core member of our technical talent acquisition leadership team and will provide direct leadership to the Americas-based tech recruiting team while driving global hiring strategy and alignment across one or more technical functions (for example Product, Tech, or Design)  As a thought leader and strategic business partner, this leader will work cross-functionally with business leaders, HRBPs, and fellow TA leaders to establish best-in-class recruiting practices, develop high-performing teams, and deliver exceptional outcomes that fuel our growth trajectory. This role requires a dynamic leader who can operate effectively across both direct management and indirect influence models, building enduring relationships with stakeholders globally while transforming recruiting operations into a strategic competitive advantage. Strategic Leadership · Develop and implement a global technical recruiting strategy for one or more technical functions (e.g., Product, Tech, Design), closely aligned with business objectives and growth initiatives. · Partner with global TA leadership to establish best-in-class ways of working, driving standardization and innovation across recruiting practices. · Provide indirect and cross-functional strategic leadership across assigned global technical functions, ensuring alignment with tech leaders and HRBPs worldwide. · Establish domain-specific talent acquisition strategies for assigned regions and business units, translating business needs into actionable recruiting plans. Direct Team Leadership · Lead, inspire, and develop the Americas-based professional technical recruiting team, fostering high performance, engagement, and retention. · Coach and upskill recruiters to operate as strategic business partners, elevating their impact and influence across the organization. · Build scalable recruiting systems and processes that support high-volume hiring while maintaining quality and candidate experience. · Drive team performance through clear goal-setting, accountability, and continuous development. · Champion change management initiatives, creating a culture of adaptability and resiliency within the team and broader TA organization. Operational Excellence · Establish and optimize processes for candidate discovery and management, integrating demand forecasting and workforce planning in partnership with business and finance partners. · Apply a product mindset to recruiting processes and strategy, thinking and re-envisioning recruiting from an experience-led perspective for both candidates and stakeholders. · Continuously raise the bar for team performance, establishing a high-performance culture driven by excellence, accountability, and continuous improvement. Technology & Analytics · Harness technology and analytics to drive recruiting efficiency and best practices, including workforce planning, capacity management, and funnel metrics. · Demonstrate strong interest and ability in leveraging artificial intelligence (AI) to enhance recruiting outcomes, drive innovation, and deliver more effective talent solutions, always with candidate and stakeholder experience at the core. · Utilize data-driven insights to inform strategy, identify trends, and continuously improve recruiting performance. Cross-Functional Partnership & Influence · Build consensus and work collaboratively across organizational boundaries, effectively influencing senior stakeholders and business leaders. · Partner with HRBPs and business leaders across assigned technical functions to understand talent needs and market dynamics. · Collaborate with global TA counterparts to ensure consistency, knowledge sharing, and alignment on global talent strategies. · Build strong, collaborative relationships across TA Centers of Excellence (e.g. early-in-career, sourcing, executive recruiting) to ensure clear communication and updates across TA on business developments and maintain strategic alignment. · Serve as a trusted advisor to leadership on technical talent market trends, competitive intelligence, and hiring strategies. Culture & Talent Development · Develop recruiting team members into strategic business partners with strong consultative and relationship-building capabilities. · Foster a growth mindset culture withi