Global Head of Talent Acquisition

Pigment•Austin, TX

10d

About The Position

The Global Head of Talent Acquisition will lead Pigment’s global recruiting organization as the company scales. The role brings Technology, Go-to-Market, and Corporate recruiting teams together into one global function, building the team, processes, and hiring strategy to support growth across North America and Europe. Ideally based in New York, Austin, or London, this position reports to the Global Head of People and partners closely with executive leadership, Finance, and business leaders to deliver hiring plans, improve recruiting performance, and attract exceptional talent. The role owns hiring plans across Technology, GTM, and G&A; establishes a shared global operating model; and develops recruiting leaders and teams. It uses AI and automation to improve sourcing, screening, scheduling, and workflows, while building a data-driven function with global KPIs, dashboards, forecasting, and performance reporting. The Global Head will improve recruiting efficiency, quality, and cost; strengthen systems and processes; determine the balance of internal recruiters and external partners; promote consistent interview practices and hiring-manager enablement; and deliver a strong candidate experience. The role also partners with Marketing, Communications, People, Legal, Total Rewards, and People Partners on employer brand, fair and compliant hiring, compensation alignment, pay transparency, and internal mobility. Success includes delivering the FY28 hiring plan predictably and with quality, establishing a cohesive global recruiting organization, improving offer acceptance, time-to-hire, and hiring-manager satisfaction, and reducing reliance on external recruiters while retaining flexibility.

Requirements

15+ years of Talent Acquisition experience, including at least five years leading multi-region teams and managing recruiting leaders.
Experience scaling a company from approximately 1,000 to 3,000+ employees.
A track record of building or transforming a Talent Acquisition function, including its structure, processes, and capacity model.
Experience across both Technology and GTM hiring.
Strong international leadership experience, ideally leading teams across the US and Europe.
Analytical and commercially minded, with a strong understanding of recruiting metrics, forecasting, recruiter productivity, and cost management.
Experience managing internal recruiting teams alongside agency or RPO partners.
Strong people leadership skills, including developing talent, building trusted executive relationships, and holding teams accountable for results.

Nice To Haves

Experience scaling a company in B2B SaaS or enterprise technology.
Experience in employer branding, talent marketing, and pay-transparency requirements.

Responsibilities

Own the hiring plan across Technology, GTM, and G&A, aligning hiring needs, priorities, and capacity with Finance and business leaders.
Bring recruiting teams together under a shared global operating model, developing leaders and setting clear expectations and accountability.
Identify and implement opportunities to use AI and automation in sourcing, screening, scheduling, and recruiting workflows.
Define and own global recruiting KPIs, dashboards, and reporting; use data to forecast hiring needs, measure productivity, identify bottlenecks, and improve efficiency, quality, and cost.
Establish recruiting metrics and use data to improve time-to-hire, offer acceptance, funnel conversion, cost, and hiring quality.
Simplify recruiting workflows, strengthen systems, and introduce automation to improve efficiency.
Determine the appropriate balance of internal recruiters and external recruiting partners.
Establish consistent interview practices, improve hiring-manager enablement, and deliver a strong candidate experience from first contact through offer.
Partner with Marketing, Communications, and People to strengthen Pigment’s employer brand.
Work with Legal, Total Rewards, and People Partners on consistent hiring practices, compensation alignment, pay transparency, and internal mobility.
Develop recruiting talent, build trusted relationships with executives, and hold teams accountable for results.
Deliver the FY28 hiring plan predictably and with quality; build reliable demand-forecasting and team-resourcing models; improve offer acceptance, time-to-hire, and hiring-manager satisfaction; and reduce reliance on external recruiters while retaining flexibility.