Manager- Global Talent Acquisition

Key Responsibilities

The ideal candidate is agile, results-driven, and strategic as it pertains to the following:

1. Team Leadership & Strategic Execution 

• Lead & Mentor: Directly manage and empower a global team of Talent Acquisition Partners, fostering a culture of high performance, accountability, continuous learning, and transparency ensuring hiring targets are met while maintaining high-quality standards.

• TA Champion:  Serve as advocate for the Talent Acquisition team and its strategic value to the business - ensure focus for the Talent Acquisition team directly links with Bazaarvoice’s corporate priorities and demonstrate the value being driven for the business.

• Workforce Alignment: Partner with the P&T COEs (Total Rewards, Systems, Operations, and Talent Management), P&T Business Partner team, Finance, and other key executive stakeholders to manage global headcount planning, talent forecasting, and resource allocation.  Develop and implement recruitment strategies that align with business goals, partnering closely with them to understand current and future workforce needs.

• Agile Sourcing: Build proactive talent pipelines for high-priority and hard-to-fill roles (particularly across Revenue, Engineering, Product, and AI disciplines).

2. Process Modernization & Operational Excellence 

• AI Driven Innovation & TA Modernization:  Embraces an "AI-first" mindset to continuously modernize, transform, and streamline the global talent acquisition function. Proactively partners with P&T Systems team and Business Application team to identify, test, and embed emerging AI tools, automation, and talent analytics into everyday recruitment operations to drive operational speed, improve candidate quality, and elevate candidate experience. Balances technological agility with sound human judgment - ensuring that TA processes scale efficiently, remain ethically sound, and directly align with Bazaarvoice’s broader strategic goals.

• Scale & Simplify: Continuously evaluate and optimize our global recruitment workflows, tech stack, and vendor relationships to streamline operations and improve quality of hire and time-to-fill.

• Data-Driven Insights: Establish, track, and leverage critical TA metrics (cost-per-hire, candidate conversion, funnel velocity, candidate experience, quality-of-hire) to inform decisions and report insights to executive leadership.  Maintain and leverage Tableau dashboards to improve recruitment outcomes and hiring decisions.

• Global Compliance: Ensure hiring processes across North America, EMEA, and APAC align with regional employment regulations, internal equity principles, and global compensation frameworks.

• Industry Pulse:  Provide benchmarking to stay informed of emerging industry trends, technological advancements, innovative recruitment practices, and market data to continuously evolve and innovate our talent acquisition approach, practices, and tooling.

3. Stakeholder Engagement & High-Performance Culture

• Trusted Business Partner: Act as a strategic counsel to hiring managers and executive leadership (ELT level when needed), establishing clear SLAs, interview standards, and alignment on candidate selection criteria.

• Accountability & Assessment: Implement rigorous competency-based structured interview frameworks that assess candidates against our core values and high-performance culture standards.

• Employer Brand & Experience: Partner with Marketing to enhance Bazaarvoice’s external employer brand, ensuring a top-tier candidate journey from first touch to onboarding.

• Diversity hiring initiatives:  Create, implement, and champion strategies that attract a diverse pool of candidates and promote an inclusive hiring environment.

Minimum Requirements:

• 7+ years of progressive talent acquisition experience in fast-paced, high-growth SaaS or technology environments.

• 3+ years in a direct people management/leadership role leading remote or globally distributed talent acquisition teams, strongly preferred.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field, strongly preferred.

• Global Recruitment Mastery: Proven track record running hiring models across North America, EMEA, and APAC.

• Technical & GTM Recruiting Insight: Deep understanding of the talent landscape across Software Engineering, AI/ML, Product Management, and Enterprise SaaS Revenue/GTM teams

• Tech Stack Fluency:  Experience with Lever (ATS), Tableau (data visualization), Workday (HRIS), Metaview (AI powered recruitment / sourcing platform), and Goodtime.io (AI powered scheduling and candidate experience platform), Google Suite, and LinkedIn Recruiter (sourcing / branding / outreach) is required.

Core Competencies & Leadership Style:

• People-Centric Talent Leadership:  Builds high-performing, resilient teams through empathetic leadership, transparent communication, and continuous individual development - prioritizes the growth and empowerment of each team member by actively coaching, removing operational friction, and delegating ownership. Balances a caring, human-first approach with clear expectations - fostering an inclusive environment where individuals feel psychologically safe to innovate, take accountability, and realize their highest potential in service of organizational goals.

• Discretion & Confidentiality: Demonstrates impeccable judgment, moral integrity, and emotional intelligence when encountering sensitive, high-stakes, or confidential information- protecting organizational, leadership, and candidate trust by exercising strict boundaries, maintaining extreme privacy, and navigating complex internal dynamics with neutrality. Serves as a trusted vault for the People & Talent (P&T) function and executive leadership, recognizing that a breach of confidentiality compromises not only legal and compliance standards, but also executive credibility and employee trust.

• Data-Fluent & Metrics-Driven: Proficient in leveraging ATS analytics, Tableau dashboards, and talent analytics to diagnose bottlenecks, adjust strategies, and hold the team accountable to outcomes - ensures the global recruiting team inputs structured, accurate data across all regions through process discipline as discrepancies in data such as sourcing channels, job codes, or rejection reasons destroy leadership's ability to analyze headcount forecasting and TA capacity.

• Executive Presence & Direct Communication: Comfortable interacting with C-suite and executive leadership; adept at delivering clear, direct communication, setting firm expectations, and managing complex stakeholder relationships that prioritize collaboration and functional behaviors required to drive solutions.

• Attention to Detail:  Rigorously tracks response times and feedback loops between TA Partners and hiring managers to prevent top-tier talent from stalling out in the funnel.

• Candidate-Centric Mindset: Deep commitment to delivering an equitable, transparent, and stellar experience for every applicant.