Head of Sales Recruiting

At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.

Job Description

Key Responsibilities

Enterprise & International Sales Recruiting Strategy

• Own and evolve the enterprise sales recruiting operating model across Allstate and the broader family of companies, supporting U.S. and international markets.

• Balance regional and marketspecific needs with enterprise standards for governance, equity, and compliance.

• Ensure recruiting strategies adapt to market, licensing, and regulatory requirements without sacrificing consistency or quality.

• Influence the business to create, define, and sustain clear, differentiated employee value propositions (EVPs) across sales roles, ensuring they are distinct yet intentionally aligned to function together as a cohesive sales talent ecosystem.

• Partner with business and HR leaders to enable clear career pathing within and across sales roles, creating visible, credible pathways that support internal mobility, capability development, and longterm talent sustainability.

Strategic Planning, Stakeholder Orchestration & Executive Partnership

• Lead development and execution of short and longrange sales talent acquisition strategies aligned to growth and retention.

• Act as a trusted advisor and orchestrator, applying judgment to determine which stakeholders to engage, when to engage them, and how to move decisions from strategy to execution.

• Convene and align crossfunctional stakeholders (business leadership, HR, Compensation, Finance, Legal, and others as appropriate) to drive clarity, resolve tradeoffs, and enable timely action.

• Anticipate and mitigate execution and scalability risks by proactively aligning stakeholders ahead of critical hiring, offer, and deployment decisions.

Recruiting Excellence, Quality & Market Intelligence

• Deliver highquality search outcomes comparable to retained search practices for critical and seniorlevel sales roles.

• Integrate labor market intelligence, competitor insights, and process feedback into recruiting strategy, offer design, and decisionmaking.

• Define and monitor performance metrics that reflect business impact.

Technology, Operating Model & AI Enablement

• Continuously assess the talent acquisition technology stack, operating model, and core recruiting processes to identify opportunities for efficiency, scalability, and improved outcomes.

• Evaluate and guide the responsible integration of AI and automation, determining where and how AI should be leveraged to reduce friction, enhance candidate and client experience, and increase recruiter and leader effectiveness.

• Exercise judgment in distinguishing highvalue automation opportunities from areas requiring human decisionmaking, ensuring AI adoption strengthens-rather than compromises-quality, equity, and trust.

• Partner with HR partners, Technology, Marketing, Legal, and business leaders to modernize recruiting capabilities while ensuring alignment with enterprise standards, compliance requirements, and governance expectations.

Global, Remote Team Leadership

• Lead, develop, and retain a large, fully remote, internationally distributed recruiting organization, accountable for both client outcomes and downstream team performance.

• Establish operating rhythms, communication standards, and performance expectations that enable consistent execution across geographies, time zones, and cultures.

• Build leadership capability, succession depth, and organizational resilience to support scale and complexity.

• Foster a culture of accountability, business acumen, and continuous improvement within a remotefirst operating model.

Leadership Talent Acquisition & Enterprise Alignment

• Define strategic direction for sales and leadershiplevel talent acquisition, influencing enterprise TA standards and best practices.

• Partner with HR, Compensation, Finance, and business leadership to ensure recruiting strategies align with governance, financial discipline, and enterprise priorities.

• Ensure equitable, compliant, and consistent hiring outcomes across all brands, regions, and markets.

Qualifications

• Minimum of 12 years recruiting leadership experience leading large, geographically dispersed teams.

• Experience in large scale, high volume recruiting operations with strict SLAs.

• Deep expertise in strategic workforce planning, including talent forecasting, capacity modeling, and building datadriven hiring plans aligned to business objectives.

• Technically minded leader experienced with Workday and building scalable, innovative TA solutions.

• Knowledge of emerging technologies (automation, analytics, AI) and their impact on work and organizational

Must have skills:

• Stakeholder partnership and crossfunctional collaboration

• Executive communication and professional presence

• Business acumen and understanding of sales talent dynamics

• Global, remote people leadership fundamentals

• Recruiting operating model and process fluency

• Performance measurement and delivery of hiring outcomes against plan

• Baseline risk awareness (compliance, equity, governance)

• Recruiting technology and analytics fluency

Differentiator Skills

• Enterprise change leadership & change navigation: Leading through RIFs, organizational redesign, role and responsibility changes, and operatingmodel transformation while maintaining trust, stability, and execution momentum.

• Stakeholder orchestration & decision enablement: Exercising judgment to determine who to involve, when, and in what sequence to move strategy into execution without noise, delay, or misalignment.

• Operating model, role clarity & process design: Designing and evolving structures that clarify ownership, workflows, and expectations so teams know what "good" looks like and execution scales without heroics.

• Performance management & accountability systems: Establishing clear expectations and outcomes aligned to business priorities, holding leaders and teams accountable, addressing performance gaps directly, and reinforcing a resultsdriven culture.

• Talent development, upskilling & capability building: Intentionally building futureready capability through coaching, role clarity, and development tied to evolving business needs-not generic growth plans.

• Technology, AI & modernization judgment: Assessing where AI and automation meaningfully improve efficiency and outcomes-and where they introduce risk-while guiding responsible, governed adoption.

• Strategic risk assessment & governance instinct: Proactively identifying legal, compliance, equity, reputational, and execution risk embedded in hiring, organizational change, and process design.

• Executive narrative framing: Translating complexity, data, and tradeoffs into clear, credible narratives leaders can act on, especially during periods of change or tension.

• Strategic calm leadership & execution under pressure: Sustaining directional clarity, judgment, and credibility amid high volume, ambiguity, and constant change.

Skills

Compensation

The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger - a winning team making a meaningful impact.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

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