Global Talent Acquisition Director

Location: United States Description Join Noma Security and help shape the future of AI security. Noma is building the first comprehensive AI Security and Governance Platform, helping organizations adopt AI and LLMs with confidence and control. As AI becomes core to modern enterprises, we provide seamless visibility and protection across the entire AI lifecycle - from development to production and autonomous agents. Our team works at the intersection of AI, security, and cloud, shaping a new category in a fast-evolving market. At Noma, you’ll have the opportunity to make a meaningful impact while working with exceptional people on technology that truly matters. We're looking for an exceptional, hands-on Talent Acquisition leader to help build the world-class organization behind Noma's ambition to become the category-defining leader in AI Security. This is a highly strategic and operational leadership role, partnering closely with the CEO, CFO, and executive team to attract exceptional talent, raise the bar on hiring quality, and build a scalable global recruiting engine. The ideal candidate combines the mindset of a company builder, the judgment of a trusted executive partner, and the hands-on execution skills to deliver in a fast-paced, high-growth environment. You’ll lead our global TA teams, supporting hiring across the US, Israel, Europe, and additional markets. You’ll bring strong people leadership, operational discipline, and creative thinking, empowering the team to deliver while giving leadership clear visibility into hiring progress, capacity, and risks. 🛠️ What You'll Do Build a high-performance organization: Champion a culture of exceptional talent, ensuring every hire raises the bar for capability, performance, and cultural contribution. Partner with leadership to define what great talent looks like and build rigorous, consistent hiring standards across the company. Build a high-accountability hiring culture: Establish clear expectations, structured interview processes, decision-making timelines, and measurable SLAs for recruiters and hiring managers. Drive continuous improvement in hiring speed, candidate quality, and overall recruiting effectiveness. Manage, mentor, and grow the recruiting teams. Drive strategic workforce and talent planning: Partner with the CEO, CFO, and functional leaders to anticipate organizational and leadership needs 12–24 months ahead, translating company strategy into hiring priorities, talent pipelines, succession considerations, and scalable organizational capabilities. Personally drive critical hires: Take a hands-on role in sourcing, assessing, and closing exceptional executive, leadership, and other business-critical talent. Build trusted relationships with high-caliber candidates and serve as a compelling ambassador for Noma's vision and opportunity. Build a data-driven recruiting engine: Own the development of real-time, actionable recruiting dashboards that provide leadership with clear visibility into hiring progress, pipeline health, recruiter productivity, hiring velocity, and forecast accuracy. Use data to identify what's working, uncover bottlenecks, anticipate risks, and continuously improve hiring outcomes. Establish a rigorous operating cadence that translates recruiting insights into timely decisions and accountability. Identify bottlenecks and develop creative solutions: Proactively address sourcing challenges, process friction, and capacity constraints. Challenge established approaches and find practical ways to improve speed and hiring quality. Build scalable recruiting practices: Continuously improve processes, tools, and ways of working as the company grows. Use AI to improve recruiting: Identify, evaluate, and implement AI tools and automation that improve sourcing, recruiting workflows, and reporting, and coach the team on using them effectively. Ensure a strong candidate experience: Maintain consistent communication and high-quality assessment and closing practices across functions and markets. ✅ What You Bring