Global Technical 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 recruitment strategy and a high-performing Talent organization across Engineering, Product, Design, Research, and Growth, aligning hiring plans with business priorities and technical roadmaps. Improve hiring quality, predictability, and efficiency through workforce planning, analytics, standardized practices, executive partnerships, and responsible use of AI tools.

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 Technical Talent Lead based in Canada. As Global Technical Talent Lead, you will shape and lead global recruitment strategies across Engineering, Product, Design, Research, and Growth. You will collaborate with senior executives to translate business priorities, technical roadmaps, and workforce plans into effective hiring strategies. In this strategic leadership role, you will develop and guide a high-performing global Talent organization, ensuring consistent recruitment standards and exceptional hiring outcomes. You will drive recruitment excellence in a fast-growing, AI-first environment where speed, quality, and operational efficiency are essential. By leveraging workforce analytics, market intelligence, and AI-powered tools, you will improve hiring predictability, optimize recruiting resources, and anticipate talent market challenges. You will build trusted partnerships with senior stakeholders, helping attract exceptional professionals and maintain rigorous hiring standards across specialized technical disciplines. This fully remote opportunity offers the chance to influence global 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 recruitment strategies across Engineering, Product, Design, Research, and Growth. Lead workforce planning and forecasting: Own recruiting capacity allocation, hiring forecasts, resource planning, and performance reporting to ensure hiring commitments are realistic, measurable, and aligned with organizational priorities. Build and lead a global Talent organization: Coach and develop Talent leaders, establish clear accountability for recruitment outcomes, and allocate resources across functions and geographic markets as business needs evolve. Standardize recruitment practices: Establish consistent approaches to talent mapping, sourcing, candidate engagement, assessment, and offer closing while developing specialized expertise for different technical disciplines and talent markets. Define and maintain hiring standards: Partner with functional leaders to establish clear success profiles for each role and level, implement rigorous assessment processes, and promote consistent, high-quality hiring decisions. Attract exceptional technical talent: Equip recruiting teams to identify, engage, and recruit outstanding candidates across engineering, research, product, design, and growth functions while communicating technical opportunities and organizational impact effectively. Strengthen executive partnerships: Collaborate with senior leaders across technical and business functions to guide hiring decisions, clarify role requirements, resolve recruitment challenges, and align talent strategies with changing business priorities. Improve hiring performance and predictability: Establish regular hiring reviews with functional and senior leadership to monitor progress, identify delivery risks, and accelerate decisions affecting recruitment outcomes. Drive data-informed decisions: Analyze recruitment pipelines, conversion rates, hiring lead times, interviewer capacity, and market intelligence to evaluate performance, anticipate bottlenecks, and guide resource allocation. Advise on global talent markets: Provide recommendations on geographic hiring strategies, skill availability, market competitiveness, and location planning to support effective recruitment across multiple regions and time zones. Optimize recruitment operations: Partner with Talent Operations to improve recruiting systems, tools, workflows, and processes, including the responsible use of AI to accelerate hiring and enhance efficiency. Maintain a high hiring bar: Improve interviewer effectiveness, strengthen candidate assessment practices, and ensure recruitment standards remain rigorous as hiring volumes increase. Support critical recruitment initiatives: Apply hands-on recruiting expertise to unblock complex searches, advise on challenging hiring decisions, and help close exceptional candidates for business-critical positions. Promote continuous improvement: Use performance insights, stakeholder feedback, and market developments to refine recruitment 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 grew at least threefold within two years, with responsibility for delivering hundreds to thousands of hires annually across multiple regions and time zones. Technical recruitment expertise: Demonstrated success delivering business-critical hiring across Engineering, Research, Growth, Product, and Design, with a strong understanding of the distinct requirements of each discipline. People 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 management: Ability to build trusted relationships with senior engineering, product, research, design, and growth leaders, influencing hiring decisions and advising on talent availability, location strategy, role scope, and assessment methods. Global talent market knowledge: Deep understanding of regional recruitment markets, technical skill availability, competitive hiring environments, and the factors that influence candidate attraction and engagement. Strategic workforce planning: Proven ability to translate evolving business and technical priorities into reliable hiring forecasts, recruiting capacity plans, and actionable workforce strategies. Recruitment analytics and operational excellence: Strong analytical skills and experience interpreting pipeline performance, conversion rates, hiring lead times, and interviewer capacity to identify risks and guide resource decisions. High-quality recruiting practices: Expertise in talent mapping, sourcing strategies, structured assessments, candidate experience, and offer closing, with a track record of maintaining rigorous hiring standards at scale. Hands-on recruiting capability: Willingness and ability to personally support complex searches, resolve difficult recruitment challenges, and help secure exceptional candidates when necessary. Communication and influencing skills: Excellent interpersonal, advisory, and negotiation skills, with the ability to align senior stakeholders, communicate talent market insights, and drive timely decisions. Adaptability in fast-paced environments: A proactive, analytical, and solutions-oriented mindset, with the ability to manage shifting priorities, coordinate distributed teams, and deliver predictable results in a high-growth organization. Technology and AI adoption: Interest in leveraging modern recruitment technologies, automation, and AI tools to improve hiring efficiency, streamline workflows, and strengthen recruitment outcomes. Remote and global collaboration: 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 is available remotely in eligible locations, including Canada. Benefits: Fully remote work: Work remotely from Canada, with the flexibility to collaborate across international markets and distributed teams. High-impact leadership opportunity: Shape global talent acquisition strategy and influence recruitment across Engineering, Product, Design, Research, and Growth. Innovative AI-first culture: Work in a technology-driven environment that emphasizes rapid experimentation, autonomy, continuous learning, and high standards. 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 allowance: 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 responsibilities, develop new capabilities, and make an impact beyond your immediate role. Collaborative global environment: Work alongside researchers, engineers, operators, and business leaders who are building innovative AI-powered products. Inclusive workplace: Join an equal opportunity employer committed to fair hiring and a diverse workforce, without discrimination based on legally protected characteristics. \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 Talent Acquisition in a hypergrowth organization, delivering large-scale hiring across regions and technical disciplines, and developing high-performing recruiting teams. Candidates should bring strong executive influence, global market knowledge, workforce planning and analytics expertise, rigorous recruiting practices, and the ability to support complex searches hands-on.