People
•
Full-time
Director, Talent Acquisition
New York, New York
•
hybrid
Hinge is the dating app designed to be deleted
In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With tens of millions of users across the globe, we’ve become the most trusted way to find a relationship, for all.
About the Role
We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact.
The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge’s ability to attract, assess, and hire top talent in a competitive market.
Responsibilities
- Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture.
- Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities.
- Set performance standards, accountability frameworks, and leadership norms across the TA organization.
- Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health.
- Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans.
- Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability.
- Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making.
- Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth.
- Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition.
- Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations.
- Enable and govern internal mobility to support retention, engagement, and capability development.
- Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization.
- Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close.
- Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal.
- Establish and scale best practices that support both speed and quality while managing risk.
- Ensure recruiting practices align with legal and regulatory requirements.
- Strengthen referral strategy and performance through cross-functional partnership and organizational engagement.
- Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities.
- Establish success metrics tied to business impact, risk mitigation, and long-term capability.
- Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency.
- Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability.
- Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making.
- Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting.
- Partner with Employer Brand and Marketing teams to strengthen Hinge’s talent market positioning and ensure consistent, authentic messaging across channels.
- Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations.
- Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams.
What We're Looking For
- 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope.
- 5+ years of people leadership experience, including leading leaders or managing managers.
- Proven ability to operate as a strategic partner to executive leadership.
- Demonstrated success in workforce planning, forecasting, and data-driven decision-making.
- Strong track record of building scalable TA organizations and driving operational excellence.
- Deep understanding of competitive talent markets, especially within consumer tech.
- High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs.
- Strong emotional intelligence—empathetic listener who builds psychological safety and coaches others through change.
- Excellent communication skills, with the ability to influence executives and cross-functional partners.
Salary Range
$197,000.00 - $236,500.00 per year salary
Diversity inspires innovation.
Hinge is an equal opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
Diversity inspires innovation.
Hinge is an equal opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
I'm most proud of my work on...
I led a refresh of our onboarding program that will impact all of our new hires. The goal was to focus on the individual and how to meet the needs of anyone who joins our team.
Nick Struck
Senior Organizational Effectiveness Specialist
Perks & Benefits
Do your best work, live your best life
401(k) Matching
401(k) Matching
We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
Professional Growth
Professional Growth
Get a $3,000 annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6,000 courses, starting your first day.
Parental Leave & Planning
Parental Leave & Planning
When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents).
Fertility Support
Fertility Support
You and your spouse/domestic partner will get easy access to fertility care through Carrot, which offers convenient access to a range of fertility care options. We offer up to $10,000 to assist with covering fertility expenses, including basic treatments and fertility preservation.
Date Stipend
Date Stipend
Hinge employees receive a $100 monthly stipend for epic dates – romantic or otherwise. HingeX is also free for employees and their loved ones.
ERGs
ERGs
We have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Vibras, Women/Nonbinary, Parents, and Remote—that hold regular meetings, host events, and provide dedicated support to the organization & its community.
A call to get to know each other.
Transparency, candor and humility allow us to focus on delivering outstanding results without getting distracted by ego, gossip or politics.
The skills interview.
Breakthroughs require our willingness to take risks. We strive toward audacious goals, expecting and persevering through setbacks and failures along the way.
The narrative interview.
We remember we’re all human beings first. We keep in mind who we’re serving. We listen humbly and openly. We speak and act with kindness and care. We practice radical inclusion.
The culture interview.
We remember we’re all human beings first. We keep in mind who we’re serving. We listen humbly and openly. We speak and act with kindness and care. We practice radical inclusion.
Making an offer.
We remember we’re all human beings first. We keep in mind who we’re serving. We listen humbly and openly. We speak and act with kindness and care. We practice radical inclusion.
Full-Time & Hybrid Employees
What you’ll love about our New York office.
We believe in the power of in-person connection. For full-time and hybrid employees, Hinge HQ is a place to collaborate and get to know each other.
Catered Lunches
Commuter Benefits
All-Gender Restrooms
Nursing & Wellness Rooms
Join our Team
Do you think we’d click?
If you’re passionate about inspiring intimate connections, join us.
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Frequently Asked Questions
You’ve got questions, we’ve got answers
Apply for this roleWhat does Hinge’s relationship with Match Group mean?
What does Hinge’s relationship with Match Group mean?
In early 2019, Hinge became part of Match Group. Since then, Hinge’s executive team has continued to set our mission, vision, and the working norms that guide how we show up every day. While some corporate functions are supported at the Match Group level, working at Hinge is unique experience — shaped by our people, our values, and our product.
TL;DR: We get the best of both worlds! Hinge still operates like a small, mission-driven company, and we have the stability and resources of a company that’s stood the test of time.
I’ve never used Hinge before. Am I still a fit for this role?
I’ve never used Hinge before. Am I still a fit for this role?
Of course! Having used Hinge or any other dating app is definitely not a requirement. That being said, we are looking for team members who genuinely believe our product can and will help people all over the world connect. Our team is passionate about the dating industry and we hope you’ll be passionate about it too!
What requirements are there for in-office and hybrid roles?
What requirements are there for in-office and hybrid roles?
Hybrid roles at Hinge are based in NYC and require weekly presence in our Meatpacking District office. The team values in-person collaboration and we hope to see everyone in our beautiful office space three days a week starting Fall of 2023. Each team will have some freedom to determine what works best for them, but we generally aim for consistent in-office days to maximize the opportunity to collaborate.
TLDR: Beautiful working spaces, lots of plants, even more food and snacks, dog friendly - 3 days a week :)
What can I expect from Hinge’s culture?
What can I expect from Hinge’s culture?
Relationships are at the core of everything we do.
And not just the romantic kind. We can’t accomplish really hard things alone—so we make great relationships the foundation of our teamwork.
We believe our three core values. Authenticity, Courage, and Empathy are what it takes to build those great relationships.
How many people currently work at Hinge?
How many people currently work at Hinge?
We are growing each week, but last time we checked, more than 320 talented and beautiful souls are a part of the Hinge team across all of our departments.
How does compensation work?
How does compensation work?
Paying our people fairly and equitably is really important to us! We offer packages with three types of compensation depending on role type and level. Most compensation packages at Hinge consist of base salary, annual bonus target percentage and equity in the form of MTCH stock.
Diversity inspires innovation.
Hinge is an equal opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.