Global Talent Acquisition Specialist

Overview Are you a strategic, resourceful, and globally minded talent acquisition professional ready to make an impact through hiring? RFA is seeking a Global Talent Acquisition Specialist who thrives in dynamic, multicultural environments and excels at finding exceptional talent for both conventional and niche roles. In this role, you will partner with leaders across multiple geographies (US and in Asia)  to shape workforce strategy, proactively build talent pipelines, and design innovative sourcing approaches for hard-to-fill positions. The ideal candidate is a self-starter with a creative mindset, able to navigate complex hiring landscapes, engage diverse talent pools, and deliver an outstanding candidate experience from first contact to onboarding. Responsibilities Strategic Talent Acquisition & Workforce Planning Partner with the HR Manager and senior leadership on workforce planning, headcount projections, and talent strategies aligned with organizational priorities. Consult with hiring managers to define role requirements, candidate profiles, and recruitment strategies; provide guidance on hiring timelines, market conditions, and compensation competitiveness. Develop targeted sourcing strategies and proactively build pipelines for critical or recurring roles. Track and analyze recruiting metrics (e.g., time-to-fill, source of hire, offer acceptance) to improve hiring effectiveness. Full-Cycle Recruitment (U.S. & International) Manage end-to-end recruitment for positions across RFA’s global locations, including Washington, DC, Taipei, Bangkok, Seoul, and EOR-supported roles, partnering with hiring managers and HR staff across the different locations that RFA operates in.  Proactively source candidates along with outreach through job boards, professional networks, direct outreach, social media, and referrals. Screen applicants, conduct initial interviews, and evaluate candidates against role requirements and organizational culture. Coordinate interviews across time zones, support hiring managers with interview tools, and facilitate debrief discussions. Conduct reference checks and verify candidate credentials. Propose salary recommendations to the HR Manager that align with RFA’s compensation structure. Manage and extend offers, including preparing offer letters, negotiate terms, and coordinate start dates. Ensure hiring processes are compliant with U.S. employment laws, EEO requirements, OFCCP regulations, international labor laws (as applicable), and data privacy regulations (e.g., GDPR). As requested, coordinate Employer of Record (EOR) arrangements with HR leadership and regional partners. Recruiting Systems & Process Management Administer ATS (iCIMS), including workflows, templates, reporting, and process optimization. Maintain accurate candidate records, interview documentation, and compliance data. Generate recruiting analytics and reports to support data-driven decision-making. Train hiring managers on recruiting processes, iCIMS usage, and effective hiring practices. Partner closely with HR team members to ensure a smooth transition from recruitment to orientation and onboarding. Hiring Manager Partnership Serve as a strategic advisor to hiring managers throughout the recruitment process, provide interview guides, evaluation tools, and hiring best practices to support consistent candidate assessment. Manage expectations regarding timelines, candidate availability, and market conditions while providing regular updates on recruitment progress. Drive urgency in hiring process and ensure compliance with local labor law and RFA recruiting standards at all times. Candidate Experience & Employer Branding communication . Proactively generate healthy candidate pipelines Ensure a positive candidate experience at every touchpoint through professional, timely forums. Represent RFA at recruiting events and industry  Cross-Functional Collaboration Collaborate with HR colleagues on broader HR initiatives and special projects. Provide recruiting insights to support workforce planning, retention, and compensation strategies. Cross train with HR colleagues on different areas of HR, such as orientation, benefits and general HR operations. Assist with other duties as requested Qualifications Required: Bachelor’s degree in HR, Business Administration, or related field, or equivalent experience Minimum of 7 years of full-cycle recruiting experience across diverse roles and levels 3+ years of recruiting experience in multilingual, multicultural environments, with demonstrated success hiring across at least [2] countries or language markets Or Demonstrated track record of filling [20+] roles annually across multiple regions or language groups, with experience adapting sourcing and interview practices to local cultural norms. Proficiency with applicant tracking systems (iCIMS preferred) and recruiting tools (LinkedIn Recruiter, job boards, etc.)  Working knowledge of U.S. employment laws, including EEO, OFCCP, and ADA requirements, with 2+years of experience applying compliant recruiting practices, advantageous if  in a nonprofit funded with USG contract 3+ years of experience serving as a strategic recruiting partner to hiring managers, including intake meetings, role calibration, and regular pipeline reviews Ability to advise on hiring decisions using market data, compensation benchmarks, and recruiting metrics such as time-to-fill and offer acceptance rate Experience managing 15+ open requisitions at a time, including roles across multiple time zones or regions Demonstrated success filling 10+ hard-to-fill or specialized roles per year through direct sourcing, using multiple channels such as LinkedIn Recruiter, Boolean search, referrals, and niche communities Excellent interviewing, candidate assessment, and negotiation skills, including salary and offer management Exceptional organizational ski