US - TA

RZR Global Inc.•Las Vegas, NV

About The Position

RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. They leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Their audience engagement platform includes creative strategy and execution, handling 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. The company is headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC. The Head of Global Talent Acquisition is responsible for building and operating a world-class recruiting engine that fuels RZR Global'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 a builder role, requiring the combination of 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

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
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
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
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
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
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 RZR Global 2.0 positioning