Head of Sales Recruiting

📋 Description

• • Lead and evolve the enterprise sales recruiting operating model across Allstate and its family of companies, encompassing both U.S. and international markets, ensuring alignment with global business objectives and local nuances.
• • Develop and implement comprehensive, end-to-end talent acquisition strategies specifically for sales roles, balancing regional and market-specific needs with overarching enterprise standards for governance, equity, and compliance.
• • Drive the adaptation of recruiting strategies to meet evolving market dynamics, licensing requirements, and regulatory landscapes, without compromising consistency or quality of hire.
• • Act as a strategic advisor to business and HR leaders, influencing the creation, definition, and sustainment of clear, differentiated Employee Value Propositions (EVPs) for sales roles, ensuring they are distinct yet intentionally aligned to foster a cohesive sales talent ecosystem.
• • Partner closely with business leaders and HR counterparts to enable clear career pathing within and across sales roles, establishing visible and credible pathways that support internal mobility, capability development, and long-term talent sustainability.
• • Lead the development and execution of both short-term and long-range sales talent acquisition strategies, directly aligning with company growth objectives and retention goals.
• • Serve as a trusted advisor and orchestrator, leveraging sound judgment to identify and engage key stakeholders, manage decision-making processes, and translate strategic initiatives into actionable execution plans.
• • Convene and align cross-functional stakeholders, including business leadership, HR, Compensation, Finance, and Legal, to drive clarity, resolve complex trade-offs, and enable timely and effective action.
• • Proactively anticipate and mitigate execution and scalability risks by ensuring stakeholders are aligned well in advance of critical hiring, offer extension, and deployment decisions.
• • Drive high-quality search outcomes, comparable to retained search practices, particularly for critical and senior-level sales positions, ensuring the best talent is identified and secured.
• • Integrate comprehensive labor market intelligence, competitor insights, and process feedback into the core recruiting strategy, offer design, and overall decision-making framework.
• • Define, monitor, and report on key performance metrics that directly reflect business impact and the effectiveness of talent acquisition efforts.
• • Continuously assess and optimize the talent acquisition technology stack, operating model, and core recruiting processes to identify opportunities for enhanced efficiency, scalability, and improved outcomes.
• • Evaluate and guide the responsible integration of Artificial Intelligence (AI) and automation technologies, determining optimal use cases to reduce friction, enhance candidate and client experience, and increase the effectiveness of recruiters and hiring leaders.
• • Exercise critical judgment in distinguishing high-value automation opportunities from areas that inherently require human decision-making, ensuring AI adoption strengthens, rather than compromises, quality, equity, and trust in the hiring process.
• • Partner with HR partners, Technology, Marketing, Legal, and business leaders to modernize recruiting capabilities while ensuring strict alignment with enterprise standards, compliance requirements, and governance expectations.
• • Lead, develop, and retain a large, fully remote, and internationally distributed recruiting organization, holding accountability for both client outcomes and the downstream performance of the team.
• • Establish clear operating rhythms, communication standards, and performance expectations that enable consistent and effective execution across diverse geographies, time zones, and cultural contexts.
• • Build leadership capability, succession depth, and organizational resilience within the recruiting team to support increasing scale and complexity.
• • Foster a culture of accountability, strong business acumen, and continuous improvement within a remote-first operating model, empowering the team to achieve exceptional results.
• • Define the strategic direction for sales and leadership-level talent acquisition, actively influencing enterprise Talent Acquisition (TA) standards and best practices across the organization.
• • Ensure equitable, compliant, and consistent hiring outcomes across all Allstate brands, regions, and markets, upholding the company's commitment to diversity and inclusion.
• • Drive strategic workforce planning initiatives, including talent forecasting, capacity modeling, and the development of data-driven hiring plans that are tightly aligned with business objectives.