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 levels and diversity of roles, from university programs through executive search.
- Excellent communication skills, with proven ability to engage and motivate diverse global audiences using a range of tools
- Track record of leading through change, ambiguity, and shifting business demand
- Ability to operate as an executive partner with strong point of view, sound judgment, and low ego
- Ability to move fluidly between strategy and execution
Bonus points for:
- Experience leading through growth and significant corporate transitions, e.g., international expansion, M&A, IPO
- Experience working in a large, scaled, global company environment (over 5,000 people); you’ve seen and lived what great looks like at scale
At Oura, we care about you and your well-being. Everyone here at Oura has a ring of their own and we are continually looking to improve employee health.
**Benefits **
What we offer:
- Competitive salary and equity packages
- Health, dental, vision insurance, and mental health resources
- An Oura Ring of your own plus employee discounts for friends & family
- 20 days of paid time off plus 13 paid holidays plus 8 days of flexible wellness time off
- Paid sick leave and parental leave
Oura takes a market-based approach to pay, which may vary depending on your location. US locations are categorized into tiers based on a cost of labor index for that geographic area. While most offers will be closer to the starting range, successful candidates' pay will be determined based on job-related skills, experience, qualifications, work location, internal peer equity, and market conditions. Salary range:
$270,000 - $300,000
We are not considering candidates residing in the following states: Alaska (AK), Delaware (DE), Iowa (IA), Mississippi (MS), Nebraska (NE), South Dakota (SD), West Virginia (WV), and Wisconsin (WI).
Oura is proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. Individuals seeking employment at Oura are considered without regard to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws. We will not tolerate discrimination or harassment based on any of these characteristics.
We will work to ensure individuals with disabilities are provided reasonable accommodation to participate in the interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
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