Global Talent Partner

Ovii's Interpretation of the Role

The Global Talent Partner will own and build Freehand’s US talent function, partnering directly with the CEO and leadership to design strategy, employer branding, and end‑to‑end hiring processes. The role blends technical recruiting expertise with creative sourcing and market intelligence to attract senior‑level talent for engineering, GTM, and professional services teams.

Role Snapshot

• Own US talent strategy
• Partner with executive leadership
• Build recruiting processes from scratch
• Drive employer branding and EVP
• Creative, AI‑assisted sourcing
• Senior individual contributor

Must-Have Requirements

• Recruiting for new‑age tech/startup companies
• Full‑cycle talent strategy ownership
• Employer branding and EVP creation
• Interview process and scorecard design
• Creative, AI‑assisted sourcing techniques
• Stakeholder partnership with senior leadership
• Recruiting for tech/startup environments
• Hiring mid‑to‑senior and leadership roles
• Must be based in the SF Bay Area (hybrid setup)

Nice-to-Have Signals

• 0‑to‑1 experience building a recruiting function
• Background in sales recruiting for AI startups
• 0‑to‑1 recruiting function buildout

Work Setup

• Location: San Francisco, United States
• Work mode: HYBRID
• Employment type: Full-Time

Not Specified in JD

• Visa sponsorship
• Salary range
• Remote eligibility

What You'll Likely Work On

• Define and execute the end‑to‑end US talent strategy while working directly with the CEO and co‑founders
• Research market intelligence to sharpen job descriptions and guide sourcing efforts
• Lead hiring for engineering/product, GTM, and professional‑services roles, focusing on senior and leadership positions
• Create the US recruiting function from the ground up, including interview processes, scorecards, tooling, and role definitions
• Own employer branding and employee value proposition, crafting storytelling and community engagement initiatives
• Source top‑tier talent through niche communities, events, AI‑assisted tools, and referral programs
• Partner with leadership on retention and culture, feeding market insights back into people policies
• Adjust hiring cadence to business needs, prioritizing senior searches while scaling volume hiring without lowering standards

Good Fit If You Have

• Enjoys building systems and processes from zero
• Thrives as a senior individual contributor with a strategic partnership mindset
• Comfortable influencing leadership decisions without direct authority