Senior Manager / Associate Director, Talent Acquisition (Global)|| Remote || SaaS|| Product GCC|| 45 LPA

Role Brief

As a Senior Manager or Associate Director of Talent Acquisition, you will lead a high-performing, remote team of 15 recruiters and sourcers to scale our global footprint. You will be responsible for a high-volume, high-bar hiring mandate of 200+ hires annually, spanning across India, GCC, North America, and Europe. This role requires a strategic leader who can navigate the complexities of different talent markets while maintaining a unified, data-driven recruitment engine.

Key Responsibilities

• Global Talent Strategy: Design and execute localized sourcing and recruitment strategies for Tech, Product, and Go-To-Market (GTM) functions across multiple geographies (India, GCC, NA, and Europe).
• Team Leadership: Manage, mentor, and upskill a distributed team of 15. Set clear KPIs around Quality of Hire, Time-to-Fill, and Sourcing Mix (prioritizing passive sourcing and referrals).
• Executive Search & 01 Builds: Personally lead critical leadership searches and partner with stakeholders to build out new functions or regional hubs from scratch.
• Data-Driven Decision Making: Utilize recruitment analytics (TAT, Offer Acceptance Rate, Cost-per-Hire) to provide monthly business reviews to the leadership team.
• Stakeholder Management: Act as a strategic partner to VPs of Engineering, Product, and Sales, aligning talent acquisition with the companys quarterly revenue and product milestones.

Qualifications & Requirements

• Experience: 12+ years of experience in Talent Acquisition, with at least 4 years in a leadership role within a high-growth SaaS,Product Global Capability Center (GCC) environment.
• Regional Expertise: Proven track record of hiring in India, the Middle East (GCC), and North America/Europe. Deep understanding of local labor laws and compensation benchmarks in these regions.
• Technical Savvy: Expert-level proficiency in Workday is mandatory. Experience integrating AI-native sourcing tools and automation into the recruitment stack is highly preferred.
• Scale: Demonstrated ability to manage an annual hiring headcount of 200+ while maintaining a high bar for cultural fit and technical competency.
• Functional Breadth: Equal comfort hiring for complex engineering roles (Distributed Systems, AI/ML) and aggressive GTM roles (Enterprise Sales, Growth Marketing).
• Communication: Exceptional stakeholder management skills; ability to influence "big picture" strategy while remaining detail-oriented in tactical execution.