Director Talent Acquisition, Digital Technology & Data

cargill•Shorewood, MN

2d•$160,000 - $190,000•Onsite

About The Position

Cargill is committed to providing food and agricultural solutions to nourish the world in a safe, responsible, and sustainable way. Sitting at the heart of the supply chain, we partner with farmers and customers to source, make and deliver products that are vital for living. Our 155,000 team members innovate with purpose, providing customers with life’s essentials so businesses can grow, communities prosper, and consumers live well. With over 160 years of experience as a family company, we look ahead while remaining true to our values. We put people first. We reach higher. We do the right thing—today and for generations to come.LocationThis role will be based in Wayzata, Minnesota. Job Purpose and ImpactThe Director, Talent Acquisition leads a global, high performing team responsible for strengthening technology and digital hiring across the enterprise. This role defines the strategic direction for how we attract and engage talent, partners closely with senior technology and business leaders, and guides the team through ongoing evolution as hiring needs accelerate and shift. The leader brings deep technical recruiting expertise, operates effectively amid ambiguity, and uses market intelligence and data to inform decisions and provide clear, executive level insights. Operating with a short to midterm horizon, this role balances strategy with disciplined execution to improve scalability, elevate the candidate experience, and ensure our hiring investments directly support business growth.

Requirements

Demonstrated experience leading a talent acquisition team, including performance management, coaching, and developing recruiters.
Extensive background in technology recruiting, with hands-on experience attracting engineering, digital, data, and technical product talent.
Proven ability to build, implement, and execute a talent acquisition strategy, including pipeline development, sourcing channels, and scalable recruiting processes.
Strong proficiency with recruiting technologies, including ATS, CRM, sourcing tools, and digital talent acquisition platforms.
Minimum 6 years of relevant experience; typically reflects 10+ years of progressive Talent Acquisition experience, including direct leadership of recruiting teams and technology hiring.

Nice To Haves

5+ years recruiting in high-performing technology or digital environments, with experience supporting senior-level or niche technical roles.
3+ years of leadership experience building and leading high-performing, global or multilocation recruiting teams.
Experience designing or transforming TA operating models, processes, or tools to support scaling technical hiring.
Strong communication, influencing, and relationship-building skills, including experience working with senior technology and business leaders.
Experience supporting rapid growth, workforce transformation, or large-scale tech hiring initiatives.
Commitment to diversity, equity, and inclusion, with experience embedding inclusive recruiting practices into sourcing, assessment, and selection.
Deep experience using data and market intelligence to shape strategy, drive KPIs/metrics, diagnose risks, and tell a clear story to executive stakeholders.
Ability to thrive in a fast-paced, highly dynamic, and ambiguous environment, adapting strategy as priorities evolve.

Responsibilities

Lead a geographically dispersed TA team with global hiring scope, shaping the vision, structure, and rhythms that enable consistent, scalable delivery across regions and functions
Define and execute a multiyear talent strategy aligned to business priorities and hiring plans; balance speed, quality, diversity, and cost to meet ambitious growth targets.
Transform TA capabilities and ways of working—modernize processes, tools, and skills; pilot and scale creative recruiting approaches (e.g., proactive sourcing, recruitment marketing, employer brand, assessments) with continuous improvement.
Serve as a trusted advisor to senior business and HR leaders, translating business needs into practical recruiting plans; influence workforce plans, discuss tradeoffs using market intelligence, and lead decisively in high ambiguity environments.
Drive program delivery and operational excellence across sourcing, assessment, and offer processes; establish SLAs and KPIs using data and metrics to identify risks/opportunities, and course correct to improve cycle time, quality, and hiring outcomes.
Provide indirect leadership for Early Careers/University and Executive hiring, ensuring standards, coordination, and successful outcomes while maintaining alignment with the broader DT&D talent strategy.
Build and sustain strategic pipelines in priority market for critical roles, guiding targeted sourcing strategies and elevating the employer brand and candidate experience.
Optimize the vendor and channel ecosystem—lead governance (QBRs, KPIs), manage budget and contracts, and maximize cost, quality, and speed across external partners and platforms.
Ensure compliance and risk management globally, aligning policies and practices with local laws and company standards in partnership with Legal, Total Rewards, and HR operations.
Develop leaders and recruiters, forecasting resources, hiring, coaching, and upskilling; foster an inclusive, high performance culture of clarity, accountability, feedback, and growth.