Global GTM Talent Lead

ElevenLabs

1d•Remote

About The Position

ElevenLabs is seeking a Global GTM Talent Lead to own worldwide hiring for its Revenue organization. The role serves as the CRO’s primary talent partner and leads regional Talent leaders and their teams across North America, LATAM, EMEA, UAE, and APAC. The goal is to create a cohesive global approach to workforce planning, candidate assessment, and hiring, with accountability for quality, speed, and predictability. The hiring plan supports revenue commitments to the board. The role sets and delivers the global Revenue hiring strategy, translating business priorities into plans for each team and region. It partners with executive leaders, Finance, RevOps, and Talent to align capacity and headcount planning with coverage, productivity, ramp, and attrition assumptions. The lead establishes priorities and achievable hiring commitments, adapting plans as business needs change. The Global GTM Talent Lead builds, develops, and leads a high-performing recruiting organization, including hiring and coaching regional Talent leaders, setting expectations, strengthening leadership capability, addressing performance gaps, and aligning recruiting capacity with priorities. The role partners with Revenue leaders to define hiring standards by role and level, embed those standards in sourcing and assessment, and attract and close strong sellers and revenue leaders. It owns delivery from hiring plan through accepted offer and start date. The role also establishes metrics and a regular decision-making cadence with the CRO, senior stakeholders, and cross-functional partners. In partnership with Talent Ops, it improves systems, tools, processes, and the use of AI to make hiring measurably faster and more efficient. This is a remote-first role that can be performed from anywhere, with a preference for candidates in US-East or GMT time zones.

Requirements

Experience leading Talent through hypergrowth at a company that grew 3x or more in two years.
Experience owning delivery of hundreds to thousands of hires annually across multiple regions and time zones while maintaining a high talent bar and meeting aggressive hiring goals.
Experience building and leading teams of recruiting leaders, developing managers, improving performance, and making necessary people decisions.
Ability to lead through teams while remaining fully hands-on and holding oneself to a high standard.
Experience serving as a trusted executive advisor, shaping decisions and changing plans through insight and judgment.
Ability to partner credibly with C-suite leaders, RevOps, and Finance on workforce assumptions, translate those assumptions into achievable hiring commitments, and align stakeholders.
Deep expertise in attracting and closing revenue talent.
Experience improving hiring speed and efficiency through processes, tools, and data.
Ability to explain where AI should change recruiting work and where human judgment remains essential.

Responsibilities

Set and deliver the global Revenue hiring strategy, translating business priorities into plans for each team and region.
Partner with executive leaders, Finance, RevOps, and Talent to align hiring plans with business needs.
Work with RevOps on capacity and headcount planning, connecting coverage, productivity, ramp, and attrition assumptions to hiring needs.
Set priorities, sequencing, and achievable hiring commitments, and adjust plans as business needs change.
Build, develop, and lead a high-performing global recruiting organization, including hiring and coaching regional Talent leaders.
Set clear expectations, strengthen leadership capability, address performance gaps, and align recruiting capacity with business priorities.
Partner with Revenue leaders to define hiring excellence by role and level and embed it in sourcing, assessment, and hiring decisions.
Build the team’s ability to attract and close exceptional sellers and revenue leaders.
Own hiring delivery from the hiring plan through accepted offer and start date, meeting quality and speed goals.
Build trusted relationships and a regular decision-making cadence with the CRO, senior stakeholders, and cross-functional partners.
Set clear hiring metrics, track progress, and act early on risks.
Partner with Talent Ops to improve hiring systems, tools, processes, and use of AI.