AVP, Global Talent Acquisition

Centific•East Palo Alto, CA

2d•Remote

About The Position

About Centific Centific is a frontier AI data foundry that curates diverse, high-quality data, using our purpose-built technology platforms to empower the Magnificent Seven and our enterprise clients with safe, scalable AI deployment. Our team includes more than 150 PhDs and data scientists, along with more than 4,000 AI practitioners and engineers. We harness the power of an integrated solution ecosystem—comprising industry-leading partnerships and 1.8 million vertical domain experts in more than 230 markets—to create contextual, multilingual, pre-trained datasets; fine-tuned, industry-specific LLMs; and RAG pipelines supported by vector databases. Our zero-distance innovation™ solutions for GenAI can reduce GenAI costs by up to 80% and bring solutions to market 50% faster. Our mission is to bridge the gap between AI creators and industry leaders by bringing best practices in GenAI to unicorn innovators and enterprise customers. We aim to help these organizations unlock significant business value by deploying GenAI at scale, helping to ensure they stay at the forefront of technological advancement and maintain a competitive edge in their respective markets. The Role We are looking for a transformational talent acquisition leader to lead our Global Talent Acquisition organization. Reporting to the Chief People Officer, you will own end-to-end recruiting strategy and execution globally — covering two fundamentally different but equally critical hiring motions: sourcing rare, highly specialized AI research and technical talent, and scaling high-volume operational delivery hiring that powers our AI services business. This is not a role for someone who manages the status quo. We need a bold architect who will reimagine the TA function from the ground up — building distinct recruiting models for each talent segment, scaling our technology to support both precision and volume, and establishing world-class sourcing and interviewing practices that hold up consistently across cultures, time zones, and role types. As a leader, you will set the vision, hold the accountability, and lead a globally distributed team.

Requirements

12+ years of talent acquisition experience, including 5+ years in a senior TA leadership role managing globally distributed teams across multiple countries.
Demonstrated success leading TA in a high-growth technology or AI-driven company.
Strong analytical skills with the ability to define, track, and act on recruiting metrics across both high-touch and high-volume hiring programs; experience presenting insights to executive audiences.
Proven ability to lead two fundamentally different recruiting motions simultaneously: precision hiring for scarce, highly specialized technical talent, and high-volume operational delivery hiring at scale.
Experience leading global recruiting teams (preferably with experience in India and/or China) with the ability to adapt strategy to local market realities while maintaining global consistency.
Experience building or overseeing a TA technology roadmap including ATS/CRM selection, sourcing and screening tools, and high-volume workflow automation.
Experience designing and deploying competency-based behavioral interviewing frameworks at scale — including competency libraries, structured interview guides, calibration programs, and interviewer training across diverse role families.
The ability to influence and align C-suite and senior business stakeholders on workforce strategy, hiring standards, and resource allocation.
Bachelor’s degree in Human Resources, Business, or a related field; advanced degree a plus.

Nice To Haves

Multi-region recruiting expertise spanning APAC and EMEA, including deep familiarity with local talent markets, sourcing platforms, compensation norms, employment regulations, and cultural hiring practices.
Experience hiring across the full AI talent spectrum — from AI/ML researchers and data scientists to annotators, quality reviewers, and operational AI delivery specialists.
Familiarity with high-volume recruiting infrastructure: RPO partnerships, tiered sourcing models, assessment automation, and capacity planning for operational workforces.
Background at a company that has undergone a significant scaling event (rapid headcount growth, geographic expansion, or post-funding hypergrowth) involving both technical and operational hiring tracks.
Proven track record of implementing and scaling AI-powered recruiting technologies
Thought leadership presence in the TA community is a strong plus.

Responsibilities

Define and execute a multi-year global talent acquisition strategy that supports our AI product and services roadmap, translating ambitious growth goals across eight countries into structured, executable recruiting programs.
Lead a wholesale transformation of the TA function — rethinking operating models, team structure, and ways of working to match the pace of a fast-scaling, globally distributed AI organization.
Partner with the CHRO and C-suite as a trusted advisor on AI talent market dynamics, competitive compensation positioning, workforce planning, and organizational design implications for hiring.
Champion a culture of continuous improvement and accountability across the TA team, setting clear standards and coaching leaders to raise the bar consistently.
Own and advance the TA technology stack — ATS, CRM, sourcing intelligence platforms, and AI-powered screening and scheduling tools — driving adoption and continuous improvement across all geographies.
Lead the implementation of AI solutions across the full recruiting lifecycle: intelligent sourcing, automated candidate engagement, predictive pipeline analytics, and bias-reduction tooling.
Build best-in-class sourcing capabilities across two distinct talent tracks: (1) highly specialized AI research, engineering, and technical roles requiring precision, patience, and deep passive-candidate engagement; and (2) high-volume operational AI delivery roles requiring scalable, efficient, and repeatable sourcing infrastructure.
Establish market-specific sourcing playbooks across all geographies that reflect the unique platforms, channels, and networks in each country.
Drive university and early-careers partnerships in key talent markets to build long-term pipeline depth for both research/technical and operational AI delivery roles.
Design and implement a globally consistent, competency-based behavioral interviewing framework that ensures structured, fair, and predictive hiring decisions across all eight countries and both talent tracks.
Develop differentiated interview architectures for technical/research roles (including technical assessments, portfolio reviews, and domain-specific evaluation panels) and for operational AI delivery roles (streamlined, competency-anchored processes optimized for speed and volume).
Build and deliver interviewer training and calibration programs — equipping hiring managers and interviewers at every level with the skills to conduct high-quality behavioral interviews.
Create global feedback and calibration loops that track interview quality, reduce bias, and continuously improve the hiring process across regions and role types.
Lead, develop, and inspire a globally distributed TA team across the Americas, EMEA (Spain, Serbia), and APAC (India, China, Singapore, Malaysia, Taiwan), building regional capacity that reflects local market expertise.
Establish clear performance frameworks, capacity models, and coaching practices that develop regional TA leaders and drive long-term team excellence.
Drive accountability through meaningful global metrics.
Champion an exceptional, consistent candidate experience across all geographies — ensuring every candidate interaction reflects our values as an AI-forward, people-centered organization.
Partner with Marketing and Communications to build employer brand presence in AI and technology talent communities across each of our key markets.
Build executive search, university/early-careers, and technical AI hiring programs