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. 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.