Global Technical Talent Lead

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Global Technical Talent Lead based in the United States. As Global Technical Talent Lead, you will shape and oversee worldwide recruitment strategies across Engineering, Product, Design, Research, and Growth. You will partner with senior leadership to translate ambitious business objectives, technical roadmaps, and workforce plans into effective global hiring strategies. In this high-impact leadership role, you will manage and develop Talent leaders, strengthen recruiting capabilities, and ensure consistent hiring standards across regions and disciplines. You will drive recruitment excellence in a fast-growing, AI-first environment where speed, quality, and operational efficiency are essential. By leveraging market intelligence, workforce analytics, and AI-powered tools, you will improve hiring predictability, optimize recruiting resources, and anticipate talent market challenges. You will also build strong partnerships with senior stakeholders to attract exceptional talent and maintain a high hiring bar across specialized technical functions. This fully remote opportunity offers the chance to influence organizational growth and help build world-class teams at the forefront of artificial intelligence innovation. \n Accountabilities:

Develop global hiring strategies:

Translate business objectives, engineering priorities, product roadmaps, research initiatives, and workforce plans into actionable hiring strategies across Engineering, Product, Design, Research, and Growth. Own workforce planning and forecasting:

Manage recruiting capacity allocation, hiring forecasts, resource planning, and performance reporting to ensure recruitment commitments are realistic, measurable, and aligned with business needs. Lead and develop Talent teams:

Build and manage a cohesive global recruiting organization by coaching Talent leaders, strengthening leadership capabilities, establishing clear accountability, and allocating resources across functions and geographic markets as priorities evolve. Standardize recruiting practices:

Establish consistent approaches to talent mapping, sourcing, candidate engagement, assessment, and offer closing while adapting strategies to the specific requirements of different technical disciplines and talent markets. Define and maintain hiring standards:

Collaborate with functional leaders to establish clear success profiles for each role and level, implement rigorous assessment processes, and promote consistent, high-quality hiring decisions across the organization. Strengthen technical talent acquisition:

Equip recruiting teams to identify, engage, and attract exceptional candidates across engineering, research, product, design, and growth functions, ensuring recruiters can communicate technical opportunities and organizational impact credibly. Build trusted executive partnerships:

Work closely with senior engineering, product, research, design, and growth leaders to guide hiring decisions, clarify role requirements, resolve recruitment challenges, and align talent strategies with evolving business priorities. Improve hiring performance and predictability:

Establish regular hiring reviews with functional and senior leadership to monitor progress, evaluate delivery against targets, identify risks, and accelerate decisions that may affect recruitment outcomes. Apply data-driven decision-making:

Use recruiting funnel metrics, conversion rates, hiring lead times, interviewer capacity, and market intelligence to assess performance, anticipate bottlenecks, and recommend improvements to hiring plans and resource allocation. Optimize geographic and market strategies:

Advise leadership on location strategy, talent availability, skill demand, and competitive market conditions to support effective hiring across multiple regions and time zones. Drive recruitment innovation:

Partner with Talent Operations to enhance recruiting systems, tools, workflows, and processes, including the responsible use of AI to improve efficiency, accelerate hiring, and strengthen decision-making. Maintain a high hiring bar:

Improve interviewer effectiveness, strengthen assessment quality, and ensure that recruitment standards remain rigorous as hiring volumes increase. Support critical searches and candidate closing:

Apply hands-on recruiting expertise to unblock challenging searches, advise on complex hiring decisions, and help secure exceptional candidates for business-critical roles. Promote continuous improvement:

Use performance insights, stakeholder feedback, and market developments to refine recruiting strategies and build scalable practices that support sustained global growth. Requirements:

Extensive global talent leadership experience:

Proven experience leading Talent Acquisition in a hypergrowth organization that expanded at least threefold within two years, with responsibility for delivering hundreds to thousands of hires annually across multiple regions and time zones. Technical recruiting expertise:

Demonstrated success managing business-critical hiring across Engineering, Research, Growth, Product, and Design, with a strong understanding of the distinct requirements of each discipline. Talent leadership and team development:

Experience managing Talent leaders and developing high-performing recruiting organizations through coaching, performance management, clear accountability, and effective resource allocation. Executive stakeholder partnership:

Ability to establish credibility and build trusted relationships with senior leaders across technical and business functions, influencing hiring decisions and advising on role scope, talent availability, location strategy, and assessment approaches. Global talent market knowledge:

Deep understanding of regional talent markets, technical skill availability, competitive hiring environments, and the factors that influence candidate attraction and retention. Strategic workforce planning:

Proven ability to translate changing business priorities into reliable hiring forecasts, recruiting capacity plans, and actionable workforce strategies. Recruiting analytics and operational excellence:

Strong analytical skills and experience interpreting pipeline performance, conversion rates, hiring lead times, interviewer capacity, and other recruiting metrics to identify risks and guide resource decisions. High-quality recruiting practices:

Expertise in talent mapping, sourcing strategy, structured assessments, candidate experience, and offer closing, with a demonstrated ability to maintain rigorous hiring standards at scale. Hands-on recruiting capability:

Willingness and ability to personally support complex searches, resolve difficult recruitment challenges, and help close exceptional candidates when necessary. Strong communication and influencing skills:

Excellent interpersonal, negotiation, and advisory skills, with the ability to align senior stakeholders, communicate complex talent market insights, and drive timely decisions. Adaptability in fast-paced environments:

A proactive, data-informed, and solutions-oriented mindset, with the ability to manage shifting priorities, coordinate distributed teams, and deliver predictable outcomes in a high-growth organization. Technology and AI adoption:

Interest in leveraging modern recruiting technologies, automation, and AI tools to improve hiring efficiency, streamline workflows, and enhance recruitment quality. Global collaboration and remote work:

Ability to lead distributed teams and collaborate effectively across international markets and time zones. Candidates based in U.S. Eastern or GMT time zones are preferred, although the role can be performed remotely from eligible global locations. Benefits:

Fully remote work:

Work remotely, with global flexibility and a preference for candidates based in U.S. Eastern or GMT time zones. High-impact leadership opportunity:

Shape global talent acquisition strategy and influence the growth of teams across Engineering, Product, Design, Research, and Growth. Innovative AI-first environment:

Work alongside teams developing advanced AI technologies in a culture that prioritizes experimentation, speed, autonomy, and excellence. Professional development stipend:

Access an annual discretionary stipend to support learning and professional growth. Social travel stipend:

Receive an annual discretionary stipend to meet and connect with colleagues in person. Annual company offsite:

Participate in a yearly company-wide gathering at a different destination, designed to strengthen relationships and collaboration across the global team. Coworking support:

Receive a monthly coworking stipend if you are not located near one of the organization's main hubs. Career growth opportunities:

Explore opportunities to expand your impact and take on responsibilities beyond the immediate scope of your role. Collaborative global culture:

Join a diverse, distributed team of researchers, engineers, operators, and business leaders working toward ambitious shared goals. Equal opportunity workplace:

Work in an environment committed to fair employment practices and equal opportunity, regardless of legally protected characteristics. \n

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