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ElevenLabs is an AI research and product company that has raised $781M in funding with a $22B valuation. The company serves millions of users and thousands of businesses including Deutsche Telekom and Meta, operating three main platforms: ElevenAgents (voice and chat agents at scale), ElevenCreative (speech, music, image, and video generation across 70+ languages), and ElevenAPI (AI audio foundational models).
You will own hiring strategy and execution across Engineering, Product, Design, Research, and Growth worldwide, reporting to the Head of Talent. This is a leadership role managing a team of Talent leaders with accountability for hiring quality, pace, and predictability across multiple regions and time zones.
Key responsibilities include:
- Translating engineering priorities, product roadmaps, and research priorities into a deliverable global hiring plan. Own talent capacity allocation, planning, forecasting, and reporting.
- Building and leading a cohesive global recruiting organization. Coach and develop Talent leaders, establish clear accountability for results, and allocate resources across disciplines and markets as priorities shift. Build shared practices for talent mapping, sourcing, candidate experience, and closing.
- Defining and upholding the hiring bar across technical disciplines. Partner with functional leaders to define excellence by role and level, translating it into clear success profiles, rigorous assessment, and consistent hiring decisions.
- Making hiring performance visible and predictable. Establish regular hiring reviews with functional and senior leadership to track delivery and surface risks. Use market intelligence and funnel data to advise on location strategy, skill availability, and interviewer capacity. Partner with Talent Ops to improve systems, tools, and processes.
The company culture emphasizes high-velocity execution, impact over job titles, AI-first thinking, and excellence everywhere. They offer professional development stipends, annual company offsites, social travel budgets, and co-working stipends for remote employees.
REQUIREMENTS:
- Led Talent through hypergrowth at a company that grew 3x or more in two years, owning delivery of hundreds to thousands of hires annually across multiple regions and time zones. Proven track record managing teams of Talent leaders and delivering business-critical hiring across engineering, research, growth, design, and product disciplines.
- Can earn trust of senior engineering, growth, product, design, and research leaders, partner on hiring decisions, and advise on talent availability, location, role scope, and assessment. Deep expertise in varying talent markets.
- Translated changing business and technical priorities into credible hiring forecasts and recruiting capacity plans. Use pipeline, conversion, hiring lead times, and interviewer capacity to distinguish achievable commitments from emerging risks and guide resource decisions.
- Combine strong people leadership with deep recruiting expertise. Raised team performance through coaching, partnered with hiring leaders to improve assessments, and maintained high hiring bar at scale. Can personally unblock difficult searches or help close exceptional candidates.
