Global Talent Acquisition Partner

Description

About the Role

We are looking for an experienced and strategic Global Talent Acquisition Partner to lead and execute hiring strategies for a brand-new international site expansion. You will be responsible for building our talent footprint from the ground up outside of Israel, working with site leaders, cross-functional executives, and local hiring managers.

We're looking for someone who has a proven track record of establishing new global sites, navigating local hiring landscapes, and acting as a trusted advisor to senior leadership.

Requirements

Responsibilities

Lead the full lifecycle recruitment strategy for establishing a new international site- from initial talent market mapping to onboarding key personnel. Strategic Stakeholder Partnership: Work closely with C-level executives, Site Leaders, and Hiring Managers to define hiring roadmaps, align on headcount targets, and craft localized EVP (Employee Value Proposition).

Navigating Local Talent Landscapes: Adapt recruitment methodologies to meet regional market norms, employment standards, legal frameworks, and local talent pools outside of Israel. Consultative Guidance & Advisory: Coach and mentor hiring managers through new-market challenges, offer negotiations, salary benchmarking, and cultural onboarding nuances.

Sourcing & Talent Pipeline Building: Proactively build talent pipelines for specialized, hard-to-fill, and leadership roles using advanced sourcing techniques and local channels.

Requirements

6+ years of full-lifecycle Talent Acquisition / Recruitment experience in a global high-tech or multi-national organization-Must. Proven Track Record in Site Setup: Hands-on experience leading or participating in the opening and scaling of a new global office/site outside of Israel-Must. Global Exposure: In-depth familiarity with international recruiting practices, cross-cultural nuances, and global hiring dynamics.

Business Partnership: Exceptional stakeholder management skills with a demonstrated ability to act as a trusted advisor to senior leaders and local managers. Problem-Solving & Agility: Strong ability to navigate ambiguity, overcome local market entry hurdles, and propose creative recruitment solutions. Data-Driven Approach: Experience analyzing recruitment metrics, market trends, and compensation benchmarks to inform hiring decisions.

Languages: Native/Fluent English level (written and spoken) – (Must).