Global Head of Talent Acquisition

Aarki, Inc.•Las Vegas, NV

About The Position

Aarki is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC. Role Overview The Head of Global Talent Acquisition is responsible for building and operating a world-class recruiting engine that fuels Aarki’s next phase of scale. This leader will architect, execute, and continuously optimize a high-performance hiring system across Engineering, ML, Analytics, Sales, Creative, Operations, and Executive hiring. The role is accountable for quality of hire, speed, talent bar, hiring manager enablement, and candidate experience globally. This is not a coordinator role. This is a builder role. The Head of Global TA must combine strategic workforce planning with hands-on recruiting leadership, driving structured hiring, strong calibration, and measurable improvements in hiring velocity and quality. The ideal candidate thrives in fast-growing, high-accountability environments and believes recruiting is a competitive advantage.

Requirements

10 plus years of recruiting experience with at least 5 years leading a global TA function.
Experience scaling hiring in ad tech, gaming, or high-growth technology company.
Proven track record building structured hiring systems from early or turnaround stage.
Strong data orientation and comfort with hiring metrics and reporting.
Experience hiring across Engineering, ML, Product, Sales, and Executive roles.
Demonstrated ability to influence SLT without direct authority.
High ownership, bias for action, and strong backbone.
Healthy tenure and evidence of internal promotion.

Nice To Haves

Experience partnering with parent company or board-level stakeholders preferred.

Responsibilities

Talent Strategy and Workforce Planning
Build and own global hiring strategy aligned to 2026 to 2028 company growth plan.
Translate headcount plans into structured hiring roadmaps by function and region.
Establish hiring prioritization model tied to revenue and product milestones.
Build proactive pipeline strategy for critical and P0 roles.
Execution Excellence
Own full-cycle recruiting outcomes across all functions.
Reduce time to fill without compromising talent bar.
Implement structured interview frameworks and calibration processes.
Build clear hiring manager SLAs and accountability model.
Drive 48-hour feedback and offer decision discipline.
Quality of Hire and Talent Bar
Define measurable quality of hire metrics at 90, 180, 365 days.
Run post-hire success analysis and feedback loops.
Partner with SLT to define competency expectations by function.
Ensure every hire is at least 3 of 5 at D90.
Team Leadership
Build, mentor, and performance manage global TA team.
Create clear recruiter scorecards and KPIs.
Drive sourcing capability across technical and GTM roles.
Develop hiring committee rigor.
Systems and Process
Own ATS, reporting, hiring dashboards.
Improve hiring process efficiency by at least 25 percent within 12 months.
Standardize case studies and structured interview kits.
Implement weekly hiring sync with SLT.
Executive and Cross-Company Alignment
Partner with Skillz People leadership to ensure alignment on executive hiring standards.
Own executive search coordination for VP and above roles.
Build employer brand narrative aligned to Aarki 2.0 positioning.