Who you are

• Director+ level experience leading a global Talent Acquisition function
• Proven experience building a TA organization from 0 to 1 and scaling it to 1 to n in high-growth environments
• Experience supporting hypergrowth, IPO readiness, acquisition, or significant scale transitions
• Background in AI-native or AI-forward technology companies where operational rigor and talent density are critical
• Demonstrated success in building and retaining high-performing recruiting teams
• Experience designing AI-enabled recruiting systems and sourcing strategies
• Strong understanding of where exceptional technical and executive talent resides and how to win them in competitive markets
• Experience assessing and integrating talent in M&A environments
• Strong track record managing retained and contingency search firms
• Systems-oriented operator who builds durable, scalable processes and brings a strong point of view on AI strategy
• Clear, decisive, and accountable
• Data-driven and outcome-focused
• Comfortable operating in ambiguity while creating structure
• Able to influence senior stakeholders with clarity and conviction
• Holds a high talent bar and defends it with consistency
• Operates with urgency while maintaining discipline

What the job involves

• This is an opportunity to build the Talent Acquisition engine that enables Function to operate as a world-class organization
• You will take the TA function from 0 to 1 and then scale it from 1 to n, architecting a disciplined, AI-enabled system that consistently attracts and hires exceptional, high-leverage talent
• This is not a requisition-filling role. It is a systems-building role. You will design the standards, infrastructure, and operating rhythm that ensure we build a world-class team at scale
• Reporting to the SVP of People, you will partner closely with executive leadership to align hiring strategy with business priorities and long-term ambition
• Design and stand up a modern, AI-enabled Talent Acquisition function from first principles
• Own the end-to-end recruiting lifecycle with clear accountability and performance metrics
• Architect scalable systems, structured interview frameworks, and data dashboards
• Implement AI-driven sourcing and workflow automation to increase signal, speed, and precision
• Establish a recruiting culture grounded in urgency, rigor, and quality over volume
• Build and lead a high-performing TA team capable of supporting sustained hypergrowth
• Develop repeatable hiring engines that scale from hundreds of employees to pre-IPO and beyond
• Partner with executives on workforce planning tied directly to strategic priorities
• Create structured calibration processes that ensure consistency and protect hiring standards
• Develop forward-looking talent strategies to support future international expansion
• Define what exceptional performance looks like across technical, business, and leadership roles
• Establish structured evaluation criteria that reflect the level of talent required to win
• Ensure every hire meaningfully elevates the capability of the organization
• Personally lead and close mission-critical and senior-level searches when needed
• Equip hiring managers with rigorous assessment tools and clear decision frameworks
• Maintain uncompromising talent standards, even under aggressive growth pressure
• Track and measure quality of hire and continuously refine selection practices
• Position recruiting as a strategic advantage for the company
• Build and manage high-leverage relationships with retained and contingent search partners
• Advise senior leadership on talent market dynamics and competitive positioning
• Partner cross-functionally to assess and integrate talent during acquisitions

Benefits

• Choose your own holidays
• 401k Match
• Health Insurance