Head of Talent Acquisition

About the Company

We are a SeriesB startup that has raised a total of $52million in investments over its history. Our team of around 250 people is developing SaaS products that empower nonprofit and charitable organizations worldwide to engage with donors more effectively. We aim to make the donation experience seamless transparent and impactful.

Our Product & Impact

We provide a global platform for charitable foundations nonprofit projects and organizations dedicated to social causes. Our solution automates donation workflows delivers robust analytics and donormanagement tools and helps organizations clearly convey their missions to secure the support they need.

Why It Matters

We believe modern technology can be a powerful catalyst in the charitable sector. By simplifying and making more transparent interactions between donors and nonprofits we can substantially increase the positive impact on global challenges from healthcare to environmental protection. We want every nonprofit to have access to advanced tech tools thus boosting its fundraising success.

Our Work Style

We work in an agile manner emphasizing collaboration quick feedback cycles and continuous learning. Our decisionmaking is grounded in data yet we encourage creative experimentation. We are a remotefriendly team scattered across different time zones (US Canada Europe and Latin America) staying connected through open communication and supportive teamwork.

Meet the Team

We’re a group of professionals who care about innovation and making a meaningful social impact. Our members include engineers product managers UX/UI experts analysts finance and operations specialists. Even though we’re distributed globally we stay closely in touch value diverse perspectives and strive for shared success.

Why This Role Is Open

We’ve grown to a few hundred employees and plan to scale rapidly. Previously we did not have a dedicated Head of Talent Acquisition and now we’re looking for a leader to partner with recruiters sourcers and hiring managers globally to help us meet our ambitious growth goals.

Who We Need

We’re searching for a Head of Talent Acquisition who’s excited about guiding and developing a team of 11 recruiters/sourcers implementing thoughtful hiring strategies and nurturing a supportive Talent Acquisition culture at a fastgrowing tech company.

We especially value experience in recruiting GTM (Sales Marketing Customer Success) roles for productfocused organizations coupled with a handson approach and a startup mindset. Because our team and client base are spread across multiple countries it’s also important that you bring crosscultural collaboration skills. Ideally you’ve successfully scaled a company from around 200 to over 1000 employees before and you’re comfortable shaping a TA brand that draws top talent across diverse backgrounds.

Don’t meet every single requirement We still encourage you to apply. If you’re passionate about our mission and believe you bring relevant strengths we’d love to hear from you.

Key Requirements

• Experience: 8 years of fullcycle recruiting experience with a strong focus on GTM roles (Sales Marketing Customer Success) in the US EU and LatAm markets in highgrowth environments.

• Leadership & ChangeManagement: 5 years of experience managing and coaching recruitment teams with a proven ability to drive performance implement changes and build trust with stakeholders.

• Strategic Acumen: Ability to balance immediate hiring needs with longterm scalable solutions that align with business priorities.

• DataDriven Decisions: Proficiency in using recruitment metrics and analytics to inform decisions and optimize processes.

• Tools Expertise: Handson experience with Greenhouse or similar ATS platforms sourcing tools and HR data analytics.

• Communication Skills: Excellent interpersonal and crosscultural communication skills to engage candidates inspire teams and proactively build trusted partnerships across the organization.

• Adaptability: Thrives in a fastpaced highgrowth startup environment with shifting priorities and ambitious targets.

• Languages: Fluent in English Russian is preferred.

Responsibilities

• Strategic Recruitment Leadership: Shape the longterm Talent Acquisition strategy to align with business objectives ensuring the organization attracts retains and develops toptier talent globally positioning the company as an employer of choice in the technology SAAS market and delivering a compelling candidate experience.

• Streamline Talent Acquisition Processes: Lead change management efforts to transition the Talent Acquisition function to a proactive talent acquisition strategy. Optimize and standardize the recruitment process to ensure consistency efficiency and scalability across all regions. Leverage automation tools to enhance operational efficiency and improve the candidate experience.

• Pipeline Building: Develop and implement a global Talent Acquisition strategy to attract toptier candidates across all functions with a particular focus on GoToMarket (GTM) roles to ensure timely closure of priority roles.

• Management and Development of the Talent Acquisition Team: Manage and mentor a team of 11 recruiters and sourcers fostering a culture of continuous learning and high performance. Provide coaching and ongoing feedback to ensure the team operates as trusted advisors and process owners.

• Trusted advisor to leadership and hiring managers: Partner with executive leadership to align hiring plans with business goals during periods of extensive growth. Coach hiring managers on the interview process to improve the quality of hire.

• DataDriven DecisionMaking: Establish key recruitment metrics analytics and reporting systems to track performance and inform decisionmaking at all levels. Analyze recruitment data to identify bottlenecks improve timetofill and ensure hiring quality aligns with business needs.

Expected Outcomes in the First 90 Days

• Focus on GTM Recruiting: Improve the speed (time to start a new role time to fill) and quality of hires strengthen relationships with hiring managers and establish a true partnership approach.

• Optimize talent acquisition processes and enhance the efficiency of tools utilization (ATS other automation tools)

• Data Excellence: Establish key recruitment metrics analytics and reporting systems to make informed decisions at all levels.

Expected Outcomes in 312 months

• Improved team efficiency and transparency. A scalable efficient Talent Acquisition function that supports extensive business growth. The Talent Acquisition team is filled with all the needed roles and skills.

• Hiring managers perceive the Talent Acquisition team as trusted advisors and process owners. Talent Acquisition team members demonstrate proactive partnership and competencies in hiring GTM and product roles and meet the recruitment plan.

• Effective hiring processes (automated fast): planning hiring plan revision vacancy initiation hiring and a job offer with minimal manual work for all parties. Improved timetofill and quality (early turnover <20% implemented interviewing frameworks for hiring managers) of hire across all roles.

• Precise companywide recruitment data visualized in automated dashboards available adhoc for decisionmaking. The TA team regularly communicates the data to relevant stakeholders.

• Improved visibility and reputation of the company enhancing the employer brand to attract and retain toptier talent and improve candidate pipeline

What We Offer

• Format: fully remote role (US or Canada excluding California) with a flexible schedule and required overlaps for key meetings

• Compensation: base salary equity

• Probation Period: 3 months with clear objectives

• Benefits: flexible PTO equipment allowance minimal bureaucracy. Bonus structures and salary reviews are discussed case by case

• Growth Opportunities: help scale the team from a few hundred to 1000 employees gain a global scope and shape fundamental business processes

Our Hiring Process

1. Prescreen with an agency/consultant

2. Competency Interview with Recrucial

3. Interview with CFO

4. Panel with Operations Lead COO and CTO

5. Panel with Sales Lead and Company President

6. Reference Check (conducted by the agency)

7. Offer: finalize the details and let’s get started!

Skills

HR , recruiting, Talent Acqusition, Recruitment, team leadership