Northeast United States (Hybrid)

THE COMPANY
Our client is a publicly traded, global consumer products company headquartered in the Northeast United States. The company designs, markets, and distributes a portfolio of market-leading brands across multiple product categories and operates in 30+ international markets. With approximately 4,000+ employees globally, the company has experienced significant hyper-growth and is recognized as one of the fastest-growing businesses in its sector. The organization is founder-led and operates with an entrepreneurial, startup-like intensity despite its public company scale. The culture is defined by speed, directness, accountability, and a relentless drive for results. Leadership is flat and accessible — the CEO engages directly with leaders at all levels, and there is no tolerance for hierarchy-driven behavior. It is an environment built for builders, doers, and people who thrive when things move fast and the path forward is not always clear. The company’s operating philosophy centers on setting unreasonably high goals, moving with impatience and conviction, treating failure as a prerequisite to extraordinary outcomes, and maintaining a healthy restlessness about what could go wrong. The phrase that best describes the culture: “always on.”

THE OPPORTUNITY
The company is confidentially seeking a Vice President / Head of Talent Acquisition to lead and transform its global recruiting function. This leader will report to the Chief People Officer and operate with significant visibility to the CEO and executive team. The incoming leader will inherit a function that has been substantially built over the past two years — including employer branding, talent operations, contingent workforce management, early talent programs, and executive search capabilities. However, this is not a maintenance role. There remains significant opportunity to build, scale, and modernize. The function is still maturing, and the company’s growth trajectory demands continuous capability development. The defining differentiator for this hire is a deep, demonstrable passion for and expertise in AI-driven talent acquisition. The CEO is driving an enterprise-wide AI transformation, and the Head of TA must be someone who champions AI, speaks the language fluently, and has a track record of implementing AI-powered solutions across the talent lifecycle. This is not about adding “AI” to a resume — it’s about having a genuine, organic passion for how AI transforms the way organizations attract and hire talent.

SCOPE & STRUCTURE
• Solid-line leadership: North America (US, Canada, LATAM) recruiting teams, approximately 20–30 permanent staff plus contract/consulting resources
• Dotted-line leadership: EMEA and APAC talent acquisition teams
• Centers of Excellence (global scope): Employer Branding, Talent Operations/Systems/Intelligence, Contingent Workforce Management, Executive Search, Early Talent
• Reporting relationship: Chief People Officer (two levels from CEO)
• Work location: Hybrid in the Northeast US (average 3 days/week on-site). Relocation required for candidates not currently in the region.

KEY RESPONSIBILITIES
Lead a High-Velocity Recruiting Operation
• Own and operate an end-to-end global talent acquisition function built for speed. Success is measured by speed-to-fill and quality of hire in a high-volume, operationally intensive environment.
• Manage the full recruiting lifecycle across all levels, from early talent through executive search, across multiple geographies.
• Ensure the team delivers against aggressive hiring timelines while maintaining quality and candidate experience standards.
AI Transformation of Talent Acquisition
• Architect and implement an AI-driven TA strategy spanning sourcing, screening, assessment, workforce planning, predictive analytics, and candidate experience.
• Evaluate, select, and deploy AI recruiting platforms and tools across the global function.
• Build data systems and ecosystems with an AI-first lens — connecting talent intelligence, market insights, and operational metrics.
• Champion AI adoption across the broader HR organization and influence enterprise AI strategy as it relates to talent.
• Serve as a visible thought leader on AI in TA — internally and externally through speaking engagements, conferences, publications, and digital channels.
Build and Scale the Function
• Continue building capabilities in an environment where many foundational programs were only recently established. New processes, vendor relationships, systems, and team structures will need to be created and scaled.
• Develop business cases, influence stakeholders, and secure resources in a resource-constrained environment. Must be creative and entrepreneurial —able to deliver results regardless of budget.
• Design and optimize the TA operating model for a company growing at hyper-scale while operating with startup-level infrastructure.
Executive Stakeholder Management
• Navigate a flat, founder-led organization where the CEO engages directly at all levels. Expect frequent, direct communication with C-suite executives on talent priorities.
• Operate with executive presence and gravitas while maintaining the humility, directness, and speed the culture demands. Polished corporate personas will not succeed here; authentic, confident, roll-up-your-sleeves leadership will.
• Manage in an environment where senior leaders are proactive, direct, and deeply engaged in talent decisions — this is not micromanagement, it is the operating rhythm.
Employer Branding, Operations, and Compliance
• Oversee global employer branding strategy and external talent brand positioning.
• Lead talent operations including ATS/CRM systems, analytics/reporting, compliance, and process optimization.
• Manage vendor relationships and external search firm partnerships.
• Ensure compliance with emerging AI regulatory frameworks in hiring.

CANDIDATE PROFILE
Required Experience
• 10–15+ years of progressive talent acquisition leadership experience, with at least 5 years leading a global TA function at a publicly traded company.
• Demonstrated experience in a high-growth, hyper-scale environment. Must have built and scaled TA infrastructure — not just inherited and maintained it.
• Deep, hands-on experience implementing AI-powered solutions in talent acquisition: sourcing, screening, assessment, analytics, or workforce planning. Must be able to articulate specific use cases and measurable outcomes.
• Fluency with public company cadence — quarterly operating rhythms, executive reporting, and the urgency of publicly traded operations.
• Global accountability with both solid-line and matrixed reporting relationships across multiple regions.
• Experience building TA capabilities from scratch: employer branding, talent operations, contingent workforce, early talent, and/or executive search programs.
• Comfort and credibility working directly with C-suite executives and founder-led leadership teams.
Cultural Fit and Mindset
• Always On: This environment operates at a pace that most candidates underestimate until they experience it. The right person thrives on intensity and urgency.
• Builder Mentality: Comfortable in an unstructured, evolving environment where playbooks must be created, not followed. Must be resourceful and entrepreneurial.
• Hands-On Operator: This is not a strategy-only role. The VP will be deeply operational, task-oriented, and working alongside their team daily.
• Ego-Free and Humble: The culture rewards confident, low-ego leaders who prioritize outcomes over titles and status. Arrogance is a disqualifier.
• Resilient and Direct: Expect candid, unvarnished feedback from all levels. Expect engagement at all hours. Candidates who require a polished, structured, corporate environment will struggle.
• AI Passionate: Must have a genuine, organic curiosity and enthusiasm for AI. The right person talks about AI naturally, contributes to the AI conversation publicly, and thinks in AI-first terms when designing talent solutions.
What the Ideal Candidate Looks Like
• Has led TA at a rapidly growing, publicly traded company with an entrepreneurial, high-intensity culture.
• Has personally driven AI implementation in talent acquisition and can speak to specific tools, platforms, and measurable impact.
• Has a public presence around AI and TA — speaking engagements, published content, conference panels, or an active digital thought leadership presence.
• Has built TA programs from the ground up in a resource-constrained, high-expectations environment where creativity mattered as much as budget.
• Has managed globally across multiple regions with a mix of direct and dotted-line reporting.
• Has navigated cultures where speed, directness, and urgency are the default operating mode — not occasional bursts.

COMPENSATION
Compensation is confidential and will be discussed with qualified candidates during the exploratory process. The company offers a competitive total rewards package commensurate with the scope and seniority of the role, including base salary, annual performance bonus, equity participation, and comprehensive benefits.

NEXT STEPS
Reveal Talent has been engaged to identify exceptional leaders for this confidential opportunity. Candidates who are open to exploring a VP/Head of TA role with a high-growth, publicly traded global company in the Northeast should contact us for a confidential exploratory conversation. The engagement is currently in the pipeline-building phase. Qualified candidates will be introduced to the client over the coming months. Timing is expected within 3–4 months, with potential for acceleration.

For a confidential conversation, please contact:
Marc Hutto, CEO
Reveal Talent
revealtalent.com