Talent Acquisition Leader, Engineering APJ (R5758)

What you'll do:

Translate evolving business priorities into a focused hiring strategy. Partner with the engineering leaders and PX Partners to understand our growing hiring needs, challenging assumptions, and setting priorities ensuring that Shield AI attracts, engages and hires top engineering talent. 
Deliver critical hires yourself. Own a portfolio of complex senior engineering searches from market mapping and outreach through assessment, offer and close. 
Make internal and external partnerships count. Work in a close partnership with PX/TA CoEs and other internal stakeholders to align on priorities and solve for challenges. Define the strategic partner model for our vendors and RPO providers, manage their capacity and accountability to business priorities, and determine where external expertise creates the greatest value versus direct internal ownership. 
Build a scalable inhouse TA capability. Hire, coach and lead an in-house TA team, fostering a high performance, data-driven collaborative team culture. 
Drive hiring momentum and alignment. Anticipate obstacles, resolve competing priorities and equip leaders with clear recommendations so hiring decisions keep pace with the business. 
Create strong technical talent pipelines. Build relationships in specialist engineering communities in Autonomy, Robotics, Vision, Perception, Simulation, Machine Learning and Infrastructure. Help candidates understand the mission and the technical challenges they will solve for at Shield AI. 
Raise the bar on assessment and experience. Help hiring managers define what good looks like, run well defined focused interview processes and drive best in class candidate experience, even when moving at speed. 
Turn insights into powerful hiring decisions. Track pipeline health, hiring outcomes, capacity and spend; make practical changes based on what the data and candidate market are telling you. 
Navigate a sensitive environment. Work closely with the internal teams to incorporate confidentiality, security and role-specific eligibility requirements into hiring plans and candidate processes. 

Required qualifications:

Proven ability to operate independently as the regional face of Talent Acquisition, building trusted relationships with local leaders and adapting global recruiting processes and approaches to regional needs whilst maintaining alignment with global priorities. 
15+ years of experience building and leading technical recruiting teams at scale in a high-growth aerospace, defence, robotics or autonomous systems organisations. 
Appropriate technical fluency to partner credibly with senior engineering leaders on areas such as autonomy stacks, robotics systems, embedded software development, distributed systems, simulation environments and machine learning. 
Experience managing RPO providers and holding partners accountable for delivery and candidate quality and experience. 
Experience leading change management, process redesign, stakeholder adoption, and operational enablement in support of Talent Acquisition transformation 
Proven ability to navigate complex engineering talent landscapes and competitive compensation structures whilst delivering on ambitious HC targets  
Experience using ATS systems, sourcing platforms and recruiting analytics tools to drive hiring decisions and pipeline visibility  
Experience with high growth, transformation and ambiguous environments 
Exceptional communication, data storytelling and negotiations skills