---
title: 'Senior Director, Talent Acquisition at CoLab Software'
canonical: 'https://feeny.ai/job/senior-director-talent-acquisition-colab-software-canada-and-w404b7f5zmba'
type: 'job'
last_seen: '2026-11-11'
---

# Senior Director, Talent Acquisition at CoLab Software

- **Company:** CoLab Software
- **Location:** Canada and, United States
- **Work type:** remote
- **Posted:** 2026-11-10
- **Last confirmed live:** 2026-11-11
- **Apply:** https://job-boards.greenhouse.io/colabsoftware/jobs/5476662008

## Job description

## About CoLab

At CoLab, we help engineering teams bring life-changing products to the world years sooner.

CoLab is the AI platform for driving stronger engineering decisions. Every design review in CoLab builds a knowledge repository of design feedback, decisions, and lessons learned - which AI agents draw from to flag issues on future designs before they compound. The more your team works in CoLab, the smarter it gets and the faster you arrive at the ideal design. Companies like Ford, Komatsu, and Johnson Controls use CoLab to catch issues earlier, eliminate rework cycles, and bring products to market faster.

Founded in St. John’s, Newfoundland, CoLab has grown quickly from our first customer in 2018 to a rapidly scaling company. We’ve recently been recognized on[Deloitte’s Fast 50™](https://www.businesswire.com/news/home/20251023114112/en/CoLab-Ranks-19-on-Deloittes-2025-Technology-Fast-50-Technology-category) and[Fast 500™](https://financialpost.com/pmn/business-wire-news-releases-pmn/colab-ranked-number-57-fastest-growing-company-in-north-america-on-the-2025-deloitte-technology-fast-500), and named a company to watch by[The Globe and Mail](https://www.theglobeandmail.com/business/article-canada-tech-companies-100-million-club/) and[Financial Post.](https://financialpost.com/technology/canades-top-26-startups-2026)

## About the Role

This is a plan, build-and-lead role. You’ll set the strategy for how CoLab finds, assesses, and wins the people who will take us from where we are to where we’re going. You won’t be an order-taker. You’ll sit with our executive team and hiring managers as a trusted advisor on the talent market. When a wish list doesn’t match reality, you’ll say so, bring the data, and help reset it. You’ll help decide which roles get priority, where we invest our sourcing energy, and when it’s worth paying for outside support.

You’ll also build the system. That means a rigorous, consistent assessment process aligned to our “Hell Yes” hiring criteria: scorecards, structured interviews, and work samples. It means a tech stack and reporting that leaders trust, with clear visibility into pipeline health, time-to-fill, pass-through rates, offer acceptance, and quality of hire. And it means playbooks that make us repeatable across engineering, go-to-market, and executive hiring.

Our Ideal Candidate

You’ve built a talent acquisition function, not just run one. You drive an organizational workforce plan and you’ve taken a recruiting function to a strategic partnership level inside a high-growth B2B company. You can show the before and after: faster hiring, a higher bar, and leaders who plan around your data instead of around their gut.

You’re a leader and a craftsperson. You coach your team, and you can still pick up a hard search yourself, whether that’s a VP or a mechanical engineer with a rare skill set. You can sit with a CEO and explain what the talent market will and won’t give them, and when a hiring plan doesn’t match reality, you say so, bring the numbers, and help reset it.

You think like a first-team leader. You’d give up a win for your own function if it was the right call for the company, and you build the same mindset in your team.

You’re energized by building: structured assessments, scorecards, playbooks, tooling, and a clear view of when to use agencies and when not to. You’re comfortable with ambiguity and with a function that’s still taking shape.

This probably isn’t the role for you if you want a fully built team and tech stack on day one, a role that’s purely strategic with no hands-on work, or an environment where hiring decisions are made without you.

## Responsibilities

Lead the function

- Set the Talent Acquisition strategy and multi-year hiring plan, tied to company growth targets and workforce planning
- Lead, coach, and grow the Talent Acquisition team.
- Decide how work is split between in-house, agency, and executive search partners, and manage those vendors and budgets.

Be a strategic partner

- Advise the executive team and hiring managers on the talent market, compensation positioning, and hiring trade-offs, and push back with data when expectations don’t match reality
- Run hiring prioritization (for example, tiering roles to focus sourcing and agency support where it matters most)
- Join the People Team and Leadership Team as a first-team member, putting company outcomes ahead of functional ones

Build the system

- Own a consistent, structured assessment process aligned to CoLab’s “Hell Yes” criteria: scorecards, structured interviews, and work samples etc
- Own the Talent Acquisitions tech stack (ATS, sourcing tools, AI-assisted workflows) and drive adoption
- Build scalable playbooks for high-volume, GTM, technical, and executive hiring
- Report on search health: pipeline, time-to-fill, pass-through rates, offer acceptance, quality of hire, cost per hire, and diversity metrics

Build the brand and pipeline

- Shape the employer brand and candidate experience, including the CoLab story for senior and passive talent
- Build talent pipelines for anticipated roles, including engineers, GTM, and leadership
- Develop an approach to hiring internationally and across Canada, the USA, including the local talent market

Stay hands-on when it counts

-

- Personally support critical searches and close key candidates, especially in the early phase of the function

## Qualifications

Must-Haves

- [10-12+] years in recruiting, with [5+] years leading TA teams and [3+] years at Director level or above
- Experience scaling hiring at a high-growth B2B technology company (ideally Series D-F)
- Proven results hiring across technical, GTM, and executive roles
- Strong operator: builds process, data, and tooling, and can show before-and-after outcomes
- Experience managing recruiting budgets, agency partners, and offer/comp strategy
- Data fluency, with metrics used to make decisions, not just to report
- Executive presence and business acumen; you can hold your own with C Suite, SVP’s and VP’s and advise them on the talent market
- Experience managing complex offers, including equity and multi-stakeholder negotiations
- Recruiting experience in industrial software, PLM, CAD/CAE, manufacturing tech, or deep-tech hardware
- Experience recruiting in Globally, including cross-border hiring considerations

Bonus Points

- Experience building or rebuilding TA from an early-stage function
- International hiring experience
- Hiring for industrial, engineering software, or hardware-adjacent companies
- Hands-on experience with Greenhouse, LinkedIn Recruiter, and AI sourcing tools
- Remote or distributed team leadership

Equity Note

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic and apply even if you don’t meet every single qualification—your potential is what matters most to us.

## About CoLab Software

## Core Business
- **Primary industry**: Engineering design collaboration software (CAD/PLM)
- **Target customers**: B2B, enterprise – mechanical engineering teams at hardware manufacturers (e.g., automotive, industrial equipment, medical devices)
- **Mission statement**: “To help engineering teams deliver life-changing products to the world years sooner.”

## Products & Services
- **[CoLab Platform (Design Engagement System)]**: A cloud-based workspace for virtual design reviews, where engineers can annotate 2D/3D models in real time, track feedback, and automatically capture knowledge.
- **[AutoReview (AI Peer Checker)]**: An AI agent that marks up drawings and 3D models against company design standards, lessons learned, and industry best practices before human review.
- **[AI Lessons Learned Agent]**: An AI that surfaces relevant past design decisions and similar designs during reviews, automating the traditional lessons-learned process.
- **Integrations**: Connects with major PLM systems (Windchill, Teamcenter, 3DXPERIENCE) and accepts 30+ CAD file types for browser-based review.

## Market Standing
- **Valuation/Market Cap**: Not publicly disclosed
- **Key Metrics**: Annual Revenue ~$22.5M (2025); Total Funding $115.6M (as of Series C, Nov 2025)
- **Notable Investors/Partners**: Insight Partners (lead Series B), Intrepid Growth Partners (lead Series C), Y Combinator (Pre-Seed). Customers include Ford, GE Appliances, Johnson Controls, Lockheed Martin, Komatsu.
- **Growth Signals**: 64 new employees added in last 12 months (+67% growth); named to Deloitte Canada’s Fast 50 in October 2025; operates in 7 countries; 30,650 LinkedIn followers (+47% YoY).

## Competitive Advantages
- **AI trained on proprietary company knowledge**: AutoReview and the Lessons Learned agent use an organization’s own design standards and past review data, making the AI highly specific to each customer’s engineering practices.
- **Knowledge capture as a byproduct**: Feedback from reviews is automatically structured into a searchable database, eliminating extra documentation steps.
- **Browser-based CAD review**: No special software or training needed for stakeholders to explore 3D models and add feedback.
- **Strong PLM/CAD integrations**: Deep connections with industry-standard tools reduce friction for enterprise adoption.

## Strategic Focus
- **Deploying AI agents** that assist engineers across the entire design lifecycle, from concept to validation.
- **Scaling the platform** to more complex engineering programs and expanding the customer base among Fortune 500 manufacturers.
- **Building out the “EngineeringOS” vision** – connecting people, data, and AI in one collaborative workspace.

## Why Work Here
- **Culture**: Emphasizes kindness, respect, grit, ownership mentality, and continuous improvement. Values are clearly defined and used in hiring.
- **Remote-friendly**: “Remote Friendly” policy listed on the careers page; team spans Canada, USA, and Europe.
- **Benefits**: Health & dental coverage, RRSP/401K matching, unlimited PTO (vacation, personal, sick, bereavement), stock options, frequent team building.
- **Engineering DNA**: Co-founded by mechanical engineers who experienced the problem firsthand; the team includes alumni from Rivian, Tesla, Northrop Grumman, and Komatsu.
- **Growth stage**: High-growth scaleup (181 employees, +61% YoY) with active hiring across engineering, sales, product, and marketing roles.

## Sources
1. [colabsoftware.com](https://www.colabsoftware.com/)
2. [colabsoftware.com/about-us](https://www.colabsoftware.com/about-us)
3. [colabsoftware.com/careers](https://www.colabsoftware.com/careers)
4. [linkedin.com/company/colabsoftware](https://ca.linkedin.com/company/colabsoftware)
5. [ycombinator.com/companies/colab](https://www.ycombinator.com/companies/colab)

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