Global Technical Talent Lead

Jobgether; United States; Remote; USD 180,000 - 220,000; Full time

Benefits offered by this job

Fully remote work

AI-powered recruiting tools

Professional development stipend

Social travel stipend

Annual company offsite

Coworking stipend

Job summary

Jobgether is seeking a Global Technical Talent Lead based in the United States to shape and oversee worldwide recruitment strategies across Engineering, Product, Design, Research, and Growth. You will partner with senior leadership, manage Talent leaders, and drive hiring excellence in an AI-first, remote environment.

You will leverage market intelligence and analytics to optimize resources, forecast hiring needs, and maintain rigorous standards across regions and disciplines while aligning with

Qualifications

• Extensive experience leading Talent Acquisition in hypergrowth companies.
• Ability to translate business objectives into hiring strategies across functions.
• Strong coaching and leadership development capabilities.
• Experience partnering with senior leaders to influence hiring decisions.
• Deep knowledge of regional talent markets and hiring benchmarks.
• Data-driven mindset with ability to interpret recruiting metrics.

Responsibilities

• Develop global hiring strategies translating objectives into actionable plans across engineering, product, design, research, and growth.
• Own workforce planning, forecasting, and performance reporting to align with business needs.
• Lead and develop global Talent teams, coaching leaders and allocating resources.
• Standardize recruiting practices across disciplines and markets.
• Define hiring standards and ensure rigorous assessment and consistent decisions.
• Strengthen technical talent acquisition and communicate opportunities across functions.
• Build executive partnerships to guide hiring decisions and role scope.
• Improve hiring performance with regular reviews and data-driven decisions.
• Optimize location strategies and market conditions to support multi-region hiring.
• Drive recruitment innovation, leverage AI to improve efficiency and outcomes.
• Maintain a high hiring bar even as volumes grow.
• Support critical searches and help close exceptional candidates.
• Promote continuous improvement with stakeholder feedback and market insights.

Skills

Global talent leadership

Executive stakeholder partnership

Recruiting analytics

Operational excellence

Hands-on recruiting

Communication & influence

AI adoption in recruiting

Job description

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.
• 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.

How Jobgether Works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.