Global GTM Talent Lead

Canada
Remote
Posted Oct 20, 2026
1 position

Opens an external site

Employment type: Full-time
Experience level: Lead · 10+ years
Posting language: English
Working hours: 40 hours per week

Job summary

Lead global go-to-market talent acquisition strategy and delivery, including workforce planning, recruiting operations, and regional recruiting teams across multiple regions. Partner with the CRO and other executives to meet revenue hiring goals while improving hiring quality, predictability, processes, and AI-enabled recruiting practices.

Job details

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Global GTM Talent Lead based in the Canada. We are seeking an experienced global talent leader to drive hiring strategy and execution across a high-growth, international revenue organization. In this senior leadership role, you will serve as a trusted talent partner to the Chief Revenue Officer (CRO), shaping workforce planning and ensuring the business attracts and retains exceptional commercial talent. You will lead regional recruiting leaders and their teams across North America, Latin America, EMEA, the UAE, and APAC, fostering consistency and excellence across global hiring operations. Working closely with executive leadership, Finance, Revenue Operations, and Talent teams, you will translate business objectives into measurable hiring plans. You will be accountable for hiring quality, speed, and predictability, ensuring recruiting outcomes support ambitious revenue targets. This remote-first opportunity is ideal for a strategic, hands-on leader passionate about building high-performing teams and transforming recruitment through data, technology, and AI. \n Accountabilities Global Talent Acquisition Strategy: Develop and execute the global go-to-market (GTM) hiring strategy for the revenue organization, translating business priorities into actionable hiring plans across functions and regions. Workforce Planning and Forecasting: Partner with the CRO, Finance, Revenue Operations (RevOps), and Talent leadership to align hiring plans with revenue goals, workforce capacity, productivity, sales coverage, ramp-up periods, and attrition assumptions. Executive Stakeholder Partnership: Act as the primary talent advisor to the CRO, providing strategic recommendations on hiring priorities, sequencing, resource allocation, and achievable commitments. Adapt plans proactively as business needs evolve. Global Recruiting Leadership: Build, develop, and lead a high-performing international recruiting organization, managing regional Talent leaders across North America, Latin America, EMEA, the UAE, and APAC. Leadership Development and Performance Management: Coach and develop regional recruiting leaders, establish clear expectations, strengthen management capabilities, address performance gaps, and ensure recruiting resources are aligned with business priorities. Hiring Quality and Delivery: Establish and maintain consistent hiring standards across revenue roles and seniority levels, partnering with business leaders to define candidate excellence and embed rigorous assessment practices throughout the recruitment process. Revenue Talent Attraction: Strengthen the organization's ability to source, attract, assess, and close outstanding sales professionals and revenue leaders in competitive global talent markets. End-to-End Recruitment Accountability: Own hiring delivery from workforce planning and candidate sourcing through assessment, accepted offers, and start dates, balancing ambitious hiring targets with exceptional candidate quality. Recruiting Performance and Analytics: Establish clear performance metrics, monitor progress against hiring plans, identify risks early, and implement corrective actions to improve recruiting predictability and outcomes. Process and Technology Optimization: Collaborate with Talent Operations to improve recruiting systems, tools, workflows, and reporting, leveraging automation and AI to increase efficiency and reduce time to hire. AI-Enabled Recruitment Transformation: Identify opportunities to integrate AI into recruiting operations while preserving human judgment in critical assessment, relationship-building, and hiring decisions. Continuous Improvement: Build a culture of accountability, operational excellence, and continuous learning across the global talent function, ensuring recruitment practices evolve alongside business growth. Requirements Global Talent Leadership Experience: Demonstrated 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. High-Volume Recruitment Delivery: A proven track record of meeting aggressive hiring targets while maintaining high standards of candidate quality, hiring effectiveness, and business alignment. International Team Management: Experience building and leading teams of recruiting leaders, developing strong managers, improving team performance, and making effective people-management decisions. Executive-Level Partnership: Strong experience advising C-suite executives and influencing strategic decisions through sound judgment, data-driven insights, and a deep understanding of business priorities. Workforce Planning Expertise: Ability to partner effectively with Finance, RevOps, and commercial leadership to translate workforce assumptions, revenue objectives, productivity expectations, and capacity requirements into realistic hiring commitments. Revenue Recruitment Expertise: Deep knowledge of sourcing, assessing, and closing high-performing sales professionals, revenue executives, and other go-to-market talent across multiple markets. Operational Excellence: Demonstrated success improving recruitment speed, efficiency, predictability, and scalability through better processes, tools, performance metrics, and data-informed decision-making. AI and Recruitment Technology: A forward-looking understanding of how AI and automation can transform talent acquisition, including the ability to identify appropriate use cases while recognizing where human judgment remains essential. Strategic and Hands-On Leadership: The ability to balance long-term strategy with direct operational involvement, lead through regional teams, and maintain high personal standards of execution and accountability. Communication and Influence: Exceptional stakeholder management, communication, and negotiation skills, with the ability to align geographically distributed teams and influence senior leaders in a fast-paced environment. Adaptability and Execution: Strong prioritization, analytical thinking, and problem-solving skills, with the ability to navigate ambiguity, manage competing demands, and adjust hiring plans as organizational priorities change. Location and Availability: This is a remote-first position open to candidates in multiple locations, with a preference for those based in US Eastern or GMT time zones to support collaboration across global teams. Benefits Remote-first flexibility: Work remotely from a location that supports the role. Competitive growth environment: Join a rapidly expanding AI-focused organization at the forefront of technological innovation and help shape its global talent strategy. Professional development: Access an annual discretionary stipend to support learning, training, and professional growth. Global team connections: Receive an annual discretionary stipend to meet and connect with colleagues in person. Company-wide offsites: Participate in annual company gatherings in international destinations, designed to strengthen collaboration and team relationships. Coworking support: Access a monthly coworking stipend if you are not located near one of the organization's main hubs. Career growth opportunities: Work in a dynamic, high-impact environment with opportunities to expand your responsibilities and influence beyond the immediate scope of the role. Innovative work culture: Collaborate with ambitious, globally distributed teams that value rapid experimentation, autonomy, operational excellence, and AI-first ways of working. Meaningful leadership impact: Shape global recruiting standards, develop regional talent leaders, and directly influence the organization's ability to achieve its revenue objectives. \n 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. #LI-CL1

What you’ll do

Requirements

Requires extensive experience leading high-volume talent acquisition in a hypergrowth, international organization, including managing recruiting leaders and delivering hundreds to thousands of hires annually. Candidates should bring executive partnership, workforce planning, revenue recruiting, operational improvement, analytics, and recruitment technology expertise, along with strong communication and hands-on leadership skills.