AVP, Global Talent Acquisition

Centific•Redmond, CA

1d•Remote

About The Position

Centific is seeking a transformational talent acquisition leader to head its Global Talent Acquisition organization. This role, reporting to the Chief People Officer, will be responsible for the end-to-end recruiting strategy and execution globally. The position requires managing two distinct hiring needs: sourcing specialized AI research and technical talent, and scaling high-volume operational delivery hiring. The ideal candidate will be a bold architect capable of reimagining the Talent Acquisition function, building distinct recruiting models for different talent segments, scaling technology for both precision and volume, and establishing world-class sourcing and interviewing practices that are consistent across cultures, time zones, and role types. The leader will set the vision, hold accountability, and manage a globally distributed team.

Requirements

12+ years of talent acquisition experience
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
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)
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
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

Nice To Haves

Advanced degree
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

Responsibilities

Define and execute a multi-year global talent acquisition strategy that supports the AI product and services roadmap, translating growth goals across eight countries into structured recruiting programs.
Lead a transformation of the TA function, rethinking operating models, team structure, and ways of working for 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, workforce planning, and organizational design implications for hiring.
Champion a culture of continuous improvement and accountability across the TA team, setting standards and coaching leaders.
Own and advance the TA technology stack (ATS, CRM, sourcing intelligence, AI-powered screening/scheduling tools), driving adoption and improvement globally.
Lead the implementation of AI solutions across the recruiting lifecycle: intelligent sourcing, automated candidate engagement, predictive pipeline analytics, and bias-reduction tooling.
Build best-in-class sourcing capabilities for specialized AI research/technical roles and high-volume operational AI delivery roles.
Establish market-specific sourcing playbooks across all geographies.
Drive university and early-careers partnerships in key talent markets.
Design and implement a globally consistent, competency-based behavioral interviewing framework.
Develop differentiated interview architectures for technical/research roles and operational AI delivery roles.
Build and deliver interviewer training and calibration programs.
Create global feedback and calibration loops to track interview quality, reduce bias, and improve the hiring process.
Lead, develop, and inspire a globally distributed TA team across the Americas, EMEA, and APAC.
Establish performance frameworks, capacity models, and coaching practices for regional TA leaders.
Drive accountability through meaningful global metrics.
Champion an exceptional, consistent candidate experience across all geographies.
Partner with Marketing and Communications to build employer brand presence in AI and technology talent communities.
Build executive search, university/early-careers, and technical AI hiring programs.