VP, Talent Acquisition

About this role

Our mission at Oura is to empower every person to own their inner potential. Our award-winning products help our global community gain a deeper knowledge of their readiness, activity, and sleep quality by using their Oura Ring and its connected app. We've helped millions of people understand and improve their health by providing daily insights and practical steps to inspire healthy lifestyles.

Empowering the world starts with living our values and empowering our team. As a quickly growing company focused on helping people live healthier and happier lives, we ensure that our team members have what they need to do their best work — both in and out of the office.

Oura is seeking a Vice President, Talent Acquisition to lead our global recruiting function at an important moment in the company’s evolution. Reporting to the Chief People Officer, this role will help shape how we attract, assess, and hire talent across the company, while building a more scalable and flexible talent acquisition engine for the future.

This is a hybrid role, requiring regular presence in Oura’s San Francisco office (at least 4 days per month, depending on business need), plus occasional travel to other locations in the US and around the world.

This job involves regular interaction and collaboration with Oura colleagues in Finland, across the US, and in other countries. Finland is in the Eastern European Time Zone, which is 10 hours ahead of US Pacific Time; for example, 7 AM in San Francisco is 5 PM in Finland. Standard office hours in Finland are 9 AM to 5 PM. For this role, applicants should expect regular meetings between the hours of 6 AM and 9 AM Pacific, and be open to occasional meetings even earlier, or sometimes, very late in the evening Pacific time. Occasional travel to Finland, once or twice a year, is also expected for this role.

This leader will guide global Talent Acquisition strategy, team leadership, recruiting operations, executive hiring, and hiring manager partnership. They will bring the judgment to operate as a true executive partner and the hands-on operating depth to redesign the systems, processes, and team model that power hiring.

The right person is an experienced global TA leader who has built in fast-moving environments while understanding mixed capacity models. This individual knows how to design, manage, and optimize TA operations, leveraging existing team capacity and skills effectively, managing flexible capacity to respond to business needs, and supporting a wide range of hiring needs including executive recruiting. The right leader is business-focused and pragmatic, data-savvy but not bureaucratic, and strong enough to influence senior leaders while keeping the recruiting team grounded, focused, and effective.

Just as important, this person succeeds through collaboration. They listen and learn before acting, partner well with colleagues who bring different skills and perspectives, and handle healthy disagreement productively. They are clear on accountability and uninterested in turf.

At Oura, this role offers the chance to strengthen a core company capability, improve the quality and consistency of hiring, and build a Talent Acquisition function that can efficiently support the company’s next stage of growth.

What you will do:

• Shape the global Talent Acquisition strategy for Oura in line with business priorities, hiring plans, and global labor market realities

• Redesign the Talent Acquisition operating model so it is scalable, flexible, efficient, and resilient across changing volume and role mix in different locations

• Build a strong recruiting operations foundation, including capacity planning, funnel design, service levels, process discipline, tooling, and clear metrics.

• Define and own the KPIs the Talent Acquisition function is measured against and build the reporting cadence that keeps the business and the People Team aligned on performance

• Lead and develop the Talent Acquisition team, creating clear expectations, strong management cadence, and a high-accountability, high-support culture

• Partner closely with HRBPs, Finance, Compensation, Legal, and business leaders on workforce planning, prioritization, headcount trade-offs, and hiring decisions

• Improve the quality and consistency of assessment, interviewing, and decision-making across the company

• Work collaboratively across functions and perspectives; healthy disagreement is expected, but turf battles are not tolerated

• Own the build vs buy decision across in-house recruiting, contract recruiters, RPO and retained search. Manage the budget and vendor relationships that support a flexible capacity model

• Evaluate and modernize Oura’s recruiting tech stack (ATS, sourcing, AI-enablement, reporting), using existing assets to the fullest and making the case for investment where it improves speed, quality or capacity

• Oura is growing and changing quickly; this role will evolve as the company does

We would love to consider you for this role if you have:

• Extensive experience in talent acquisition; the successful candidate will likely have at least 15 years of experience, including at least 5 years of experience as a talent acquisition leader managing a mixed capacity model in a fast-paced environment

• Demonstrated success in supporting high-growth companies and navigating the complexities of scaling an organization beyond 1,000 people

• A track record of selecting, implementing, or modernizing recruiting technology and driving productive adoption across teams

• International experience, including familiarity with recruiting and employment practices in multiple countries

• Proven experience building and redesigning recruiting operating models, not just running existing ones. The successful candidate will draw on an extensive and well-used toolkit, including process design, external resources, client enablement, metrics, and capacity management.

• Experience with recruiting at a range of l

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