AVP, Global Talent Acquisition

Role Overview

• Define and execute a multi-year global talent acquisition strategy that supports our AI product and services roadmap, translating ambitious growth goals across eight countries into structured, executable recruiting programs.
• Lead a wholesale transformation of the TA function — rethinking operating models, team structure, and ways of working to match the pace of a fast-scaling, globally distributed AI organization.
• Partner with the CHRO and C-suite as a trusted advisor on AI talent market dynamics, competitive compensation positioning, workforce planning, and organizational design implications for hiring.
• Champion a culture of continuous improvement and accountability across the TA team, setting clear standards and coaching leaders to raise the bar consistently.
• Own and advance the TA technology stack — ATS, CRM, sourcing intelligence platforms, and AI-powered screening and scheduling tools — driving adoption and continuous improvement across all geographies.
• Lead the implementation of AI solutions across the full recruiting lifecycle: intelligent sourcing, automated candidate engagement, predictive pipeline analytics, and bias-reduction tooling.
• Build best-in-class sourcing capabilities across two distinct talent tracks: (1) highly specialized AI research, engineering, and technical roles requiring precision, patience, and deep passive-candidate engagement; and (2) high-volume operational AI delivery roles requiring scalable, efficient, and repeatable sourcing infrastructure.
• Establish market-specific sourcing playbooks across all geographies that reflect the unique platforms, channels, and networks in each country.
• Drive university and early-careers partnerships in key talent markets to build long-term pipeline depth for both research/technical and operational AI delivery roles.
• Design and implement a globally consistent, competency-based behavioral interviewing framework that ensures structured, fair, and predictive hiring decisions across all eight countries and both talent tracks.
• Develop differentiated interview architectures for technical/research roles (including technical assessments, portfolio reviews, and domain-specific evaluation panels) and for operational AI delivery roles (streamlined, competency-anchored processes optimized for speed and volume).
• Lead, develop, and inspire a globally distributed TA team across the Americas, EMEA (Spain, Serbia), and APAC (India, China, Singapore, Malaysia, Taiwan), building regional capacity that reflects local market expertise.
• Establish clear performance frameworks, capacity models, and coaching practices that develop regional TA leaders and drive long-term team excellence.
• Champion an exceptional, consistent candidate experience across all geographies — ensuring every candidate interaction reflects our values as an AI-forward, people-centered organization.
• Partner with Marketing and Communications to build employer brand presence in AI and technology talent communities across each of our key markets.

Requirements

• 12+ years of talent acquisition experience, including 5+ years in a senior TA leadership role managing globally distributed teams across multiple countries.
• Demonstrated success leading TA in a high-growth technology or AI-driven company.
• Strong analytical skills with the ability to define, track, and act on recruiting metrics across both high-touch and high-volume hiring programs; experience presenting insights to executive audiences.
• Proven ability to lead two fundamentally different recruiting motions simultaneously: precision hiring for scarce, highly specialized technical talent, and high-volume operational delivery hiring at scale.
• Experience leading global recruiting teams (preferably with experience in India and/or China) with the ability to adapt strategy to local market realities while maintaining global consistency.
• Experience building or overseeing a TA technology roadmap including ATS/CRM selection, sourcing and screening tools, and high-volume workflow automation.
• Experience designing and deploying competency-based behavioral interviewing frameworks at scale — including competency libraries, structured interview guides, calibration programs, and interviewer training across diverse role families.
• The ability to influence and align C-suite and senior business stakeholders on workforce strategy, hiring standards, and resource allocation.
• Bachelor’s degree in Human Resources, Business, or a related field; advanced degree a plus.

Benefits

• Annual performance bonus
• Equity participation
• Comprehensive benefits package including medical, dental, vision, 401(k), and paid time off.