Global Talent Acquisition Jobs
Global Talent Acquisition jobs are open across technology, financial services, healthcare, and professional services, from coordinator to director and VP, with specializations in executive search, university recruiting, and employer branding. Find a role that fits from the openings below and apply directly.
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Showing 5 of 80+ Global Talent Acquisition jobs
Secure Every Identity, from AI to Human
Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence.
This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk.
We are seeking a visionary and operationally rigorous Director, Global Tech Recruiting to define, drive, and own the end-to-end talent acquisition strategy across our global Product & Technology organizations. In this leadership role, you will lead, scale, and inspire a high-performing global recruiting team to deliver an elite, modern, and AI-enabled hiring experience for world-class technical talent.
The Director of Global Tech Recruiting will lead a global recruiting team across the Americas, EMEA, and APJ. As a critical strategic partner to the President of Product and Technology, Chief Technology Officer (CTO), Chief Product Officer (CPO), Chief Information Security Officer (CISO), and VP of Engineering leadership teams. You will foster a culture of technical recruiting excellence, deep market mapping, and cutting-edge sourcing innovation. You will hold the global organization accountable to hiring velocity, high technical bars, candidate quality, while championing an authentic engineering employer brand that attracts top-tier builders, researchers, and technical leaders at scale.
This is a hybrid role based in the San Francisco Bay Area, requiring 2 days per week in our San Francisco office.
Role
- Global Technical Talent Leadership: Lead, mentor, and scale a global recruiting team; cultivate a high-performance culture rooted in deep technical domain fluency, consultative partnership, and continuous upskilling.
- Executive Technical Partnership: Serve as the primary talent advisor to senior engineering and product executives (CTO, CPO, CISO, VPs of Eng/Product), collaborating closely with FP&A, Tech Operations, Total Rewards, and People Partners to align technical workforce architecture with long-term product roadmaps and company strategy.
- Capacity Modeling & Technical Throughput: Architect and govern global technical headcount capacity models, leveling frameworks, and quarterly hiring targets; drive agile recruiter resource allocation to ensure predictable, on-target delivery across specialized engineering and product pillars.
- Hiring Bar, Assessment & Candidate Experience: Partner with engineering leadership to continuously standardize and refine technical interview rubrics, coding assessments, and system design evaluations; streamline the interview loop to eliminate bottlenecks, enforce strict SLAs, and deliver a white-glove, developer-centric candidate experience.
- Talent Intelligence & Technical Pipeline Analytics: Establish and maintain executive dashboards tracking full-funnel conversion metrics, passthrough rates by assessment stage, competitive offer acceptance trends, and specialized talent market mapping to provide actionable insights and demonstrate measurable ROI to executive leadership.
Results
- Proven Executive Technical TA Leadership: Demonstrated track record of leading, scaling, and managing global, multi-tiered technical recruiting organizations (including managing managers) within high-growth enterprise SaaS, cloud infrastructure, or frontier technology environments.
- Advanced Data & Capacity Fluency: Deep expertise leveraging full-funnel recruiting analytics, engineering capacity planning, and predictive forecasting to optimize technical recruiting velocity, interview bandwidth, and offer win rates.
- Macro Market Navigation: Proven ability to navigate complex competitive talent landscapes, engineer compensation structures (equity, sign-on, leveling calibrations), and overcome specialized talent shortages.
Relationships
- Cross-Functional & Engineering Ecosystem Influence: Proven ability to build trusted, highly influential partnerships across technical leadership, Engineering Operations, FP&A, People Partners, and Total Rewards to drive collective accountability, bar-raising standards, and seamless execution.
- Executive Presence & Technical Credibility: Exceptional communication, data storytelling, and negotiation skills, with the technical literacy and executive presence required to challenge, advise, and influence C-level leaders, Engineering Fellows, and senior leadership globally.
P12103_3553985
The Okta Experience
- Supporting Your Well-Being
- Driving Social Impact
- Developing Talent and Fostering Connection + Community
We are intentional about connection. Our global community, spanning over 20 offices worldwide, is united by a drive to innovate. Your journey begins with an immersive, in-person onboarding experience designed to accelerate your impact and connect you to our mission and team from day one.
Okta is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, marital status, age, physical or mental disability, or status as a protected veteran. We also consider for employment qualified applicants with arrest and convictions records, consistent with applicable laws.
If reasonable accommodation is needed to complete any part of the job application, interview process, or onboarding please use this Form to request an accommodation.
Notice for New York City Applicants & Employees: Okta may use Automated Employment Decision Tools (AEDT), as defined by New York City Local Law 144, that use artificial intelligence, machine learning, or other automated processes to assist in our recruitment and hiring process. In accordance with NYC Local Law 144, if you are an applicant or employee residing in New York City, please click here to view our full NYC AEDT Notice.
Secure Every Identity, from AI to Human
Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence.
This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk.
We are seeking a visionary and operationally rigorous Director, Global Tech Recruiting to define, drive, and own the end-to-end talent acquisition strategy across our global Product & Technology organizations. In this leadership role, you will lead, scale, and inspire a high-performing global recruiting team to deliver an elite, modern, and AI-enabled hiring experience for world-class technical talent.
The Director of Global Tech Recruiting will lead a global recruiting team across the Americas, EMEA, and APJ. As a critical strategic partner to the President of Product and Technology, Chief Technology Officer (CTO), Chief Product Officer (CPO), Chief Information Security Officer (CISO), and VP of Engineering leadership teams. You will foster a culture of technical recruiting excellence, deep market mapping, and cutting-edge sourcing innovation. You will hold the global organization accountable to hiring velocity, high technical bars, candidate quality, while championing an authentic engineering employer brand that attracts top-tier builders, researchers, and technical leaders at scale.
This is a hybrid role based in the San Francisco Bay Area, requiring 2 days per week in our San Francisco office.
Role
- Global Technical Talent Leadership: Lead, mentor, and scale a global recruiting team; cultivate a high-performance culture rooted in deep technical domain fluency, consultative partnership, and continuous upskilling.
- Executive Technical Partnership: Serve as the primary talent advisor to senior engineering and product executives (CTO, CPO, CISO, VPs of Eng/Product), collaborating closely with FP&A, Tech Operations, Total Rewards, and People Partners to align technical workforce architecture with long-term product roadmaps and company strategy.
- Capacity Modeling & Technical Throughput: Architect and govern global technical headcount capacity models, leveling frameworks, and quarterly hiring targets; drive agile recruiter resource allocation to ensure predictable, on-target delivery across specialized engineering and product pillars.
- Hiring Bar, Assessment & Candidate Experience: Partner with engineering leadership to continuously standardize and refine technical interview rubrics, coding assessments, and system design evaluations; streamline the interview loop to eliminate bottlenecks, enforce strict SLAs, and deliver a white-glove, developer-centric candidate experience.
- Talent Intelligence & Technical Pipeline Analytics: Establish and maintain executive dashboards tracking full-funnel conversion metrics, passthrough rates by assessment stage, competitive offer acceptance trends, and specialized talent market mapping to provide actionable insights and demonstrate measurable ROI to executive leadership.
Results
- Proven Executive Technical TA Leadership: Demonstrated track record of leading, scaling, and managing global, multi-tiered technical recruiting organizations (including managing managers) within high-growth enterprise SaaS, cloud infrastructure, or frontier technology environments.
- Advanced Data & Capacity Fluency: Deep expertise leveraging full-funnel recruiting analytics, engineering capacity planning, and predictive forecasting to optimize technical recruiting velocity, interview bandwidth, and offer win rates.
- Macro Market Navigation: Proven ability to navigate complex competitive talent landscapes, engineer compensation structures (equity, sign-on, leveling calibrations), and overcome specialized talent shortages.
Relationships
- Cross-Functional & Engineering Ecosystem Influence: Proven ability to build trusted, highly influential partnerships across technical leadership, Engineering Operations, FP&A, People Partners, and Total Rewards to drive collective accountability, bar-raising standards, and seamless execution.
- Executive Presence & Technical Credibility: Exceptional communication, data storytelling, and negotiation skills, with the technical literacy and executive presence required to challenge, advise, and influence C-level leaders, Engineering Fellows, and senior leadership globally.
P12103_3553985
The Okta Experience
- Supporting Your Well-Being
- Driving Social Impact
- Developing Talent and Fostering Connection + Community
We are intentional about connection. Our global community, spanning over 20 offices worldwide, is united by a drive to innovate. Your journey begins with an immersive, in-person onboarding experience designed to accelerate your impact and connect you to our mission and team from day one.
Okta is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, marital status, age, physical or mental disability, or status as a protected veteran. We also consider for employment qualified applicants with arrest and convictions records, consistent with applicable laws.
If reasonable accommodation is needed to complete any part of the job application, interview process, or onboarding please use this Form to request an accommodation.
Notice for New York City Applicants & Employees: Okta may use Automated Employment Decision Tools (AEDT), as defined by New York City Local Law 144, that use artificial intelligence, machine learning, or other automated processes to assist in our recruitment and hiring process. In accordance with NYC Local Law 144, if you are an applicant or employee residing in New York City, please click here to view our full NYC AEDT Notice.
Global Talent Acquisition Jobs by Experience Level
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Find JobsGlobal Talent Acquisition Job Market
Who's Hiring
- TikTok37
- ByteDance11
- Amazon6
- Okta2
- HARVEY2
Top Industries Hiring
- Technology & Software22
- Retail2
- Electronics & Hardware2
- E-Commerce & Online Marketplaces2
- Science & Research1
What Employers Look For
The qualifications that appear most often in global talent acquisition jobs.
- 5 or more years of full-cycle recruiting experience across multiple countries or regions
- Proficiency with enterprise ATS platforms such as Workday, Greenhouse, or iCIMS
- Experience developing and executing global sourcing strategies across job boards and social channels
- Demonstrated ability to partner with senior business leaders on workforce planning and headcount forecasting
- Knowledge of international labor markets, local hiring practices, and cross-border employment compliance
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your Global Talent Acquisition Job Search
Quantify your hiring pipeline results
Recruiters and hiring managers expect global talent acquisition candidates to show numbers behind their work. Swap vague phrases like 'managed recruiting' for specifics: roles filled per quarter, time-to-fill reduced, or offer acceptance rates improved across international markets.
Highlight cross-border sourcing strategies you've used
Global talent acquisition roles prioritize candidates who have sourced across multiple countries or time zones. Call out the specific regions you've recruited in, the sourcing channels that worked, and any experience coordinating with local HR teams or relocation vendors.
Filter openings by the ATS or HRIS tools listed
Job postings for global talent acquisition roles almost always name required tools, such as Workday, Greenhouse, or SAP SuccessFactors. Match those tool names in your resume to pass automated screening, and prioritize roles that list systems you already know well.
Apply early to roles that fit
Migrate Mate lists global talent acquisition openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a competency story for each interview stage
Global talent acquisition interviews typically probe for influence without authority, because you're persuading hiring managers and candidates simultaneously. Prepare at least one concrete story for each: a time you pushed back on a role definition, reengaged a declining candidate, or closed a difficult offer.
Negotiate scope before negotiating compensation
In global talent acquisition, the regions or business units you own directly affect your workload and career trajectory. Before you discuss pay, clarify which markets you'll cover, whether you have dedicated sourcers, and how performance is measured across different hiring cycles globally.
Global Talent Acquisition Jobs: Frequently Asked Questions
Which companies are hiring the most global talent acquisitions?
The companies hiring the most global talent acquisitions right now include TikTok, ByteDance, and Amazon, with the largest share of openings in California, Washington, and New York, based on current listings on Migrate Mate as of September 2026. Technology and professional services firms consistently account for the highest volume of postings at this level.
How many global talent acquisition jobs are remote?
About 43% of global talent acquisition openings are fully remote or hybrid as of September 2026, making it one of the more flexible HR disciplines. Roles focused on sourcing, employer branding, and candidate experience tend to offer the most remote flexibility, while positions tied to executive or on-site workforce hiring more often require in-person presence.
How do you become a global talent acquisition?
Start by building full-cycle recruiting experience in a domestic role, then take on stretch assignments that involve sourcing or interviewing candidates in other countries. Develop fluency with enterprise applicant tracking systems and learn the basics of international employment compliance. Moving into a global talent acquisition title typically requires demonstrating you can manage hiring across time zones, coordinate with local HR partners, and advise business leaders on international labor market conditions.
Can you get a global talent acquisition job with little experience?
Entry points into global talent acquisition usually come through coordinator or sourcer roles where you support senior recruiters on international requisitions. Demonstrating fluency in a second language, experience living or working abroad, or a background in international business can substitute for years of direct recruiting experience. Agencies and RPO firms are often more willing to hire candidates who are newer to the function and develop their skills on high-volume global accounts.
What does the global talent acquisition interview process look like?
The process typically moves through a recruiter screen focused on your sourcing channels and tools, a hiring manager interview probing your ability to influence stakeholders and manage complex requisitions, and a panel or case exercise where you walk through how you'd build a recruiting strategy for a new market or hard-to-fill role. Some employers add a presentation round asking you to diagnose a sample talent gap or propose improvements to an existing process.
Where can I find and apply to global talent acquisition jobs?
You can find and apply to global talent acquisition jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience, seniority, and preferred location, then apply directly to each one that fits.
See All 80 Global Talent Acquisition Jobs
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