The Head of Talent Management will lead talent acquisition and operations, developing strategies, overseeing a recruitment team, and ensuring effective hiring processes to support company growth.
This is a remote position.
Welcome to the Head of Talent Management opportunity at Apricot! This is your chance to shape the future of talent acquisition and support the systems that will drive our company's growth for years to come. If you're passionate about creating scalable talent strategies, developing high-performing teams, and ensuring our candidate placement work is both efficient and mission-aligned, we'd love to hear from you.
About the Role
The Head of Talent Management is responsible for designing, leading, and scaling Apricot's talent acquisition team. This role partners closely with executive leadership and oversees a growing team of talent acquisition specialists.
You will own talent strategy, recruitment operations, talent pipeline development, and cross-functional workforce planning while building scalable systems to support long-term growth.
This is a Remote role – MENA Based Highly Preferred | Full-time (~30 hours weekly) | Flexible hours.
This is a Remote role – MENA Based Highly Preferred | Full-time (~30 hours weekly) | Flexible hours.
The Head of Talent oversees three key areas:
- Talent Operations (technology, tools, processes, vendor management)
- Talent Acquisition (recruitment channels, systems, candidate experience, team oversight)
- Talent Management (contractor and employee development, retention, career progression)
The core goal of this role is to bridge technology, process, and people—ensuring hiring functions are efficient, effective, and scalable to support company growth and mission.
1. Talent Strategy & Executive Partnership
- Partner with executive leadership to define and execute talent strategies aligned with business growth
- Lead workforce planning, organizational design, and hiring prioritization across functions
- Provide data-driven insights and market intelligence to inform strategic decisions
- Align talent initiatives with sales, operations, finance, and marketing objectives
- Lead, coach, and scale a high-performing, distributed talent acquisition team
- Oversee end-to-end recruitment strategy, from sourcing through placement
- Ensure a strong balance of requisitions, performance targets, and delivery across the team
- Step in as a full-cycle recruiter on key or complex roles when needed
- Build and maintain high-quality talent pipelines across priority markets
- Own and optimize talent systems, tools, and workflows to ensure efficiency and scalability
- Establish and maintain SOPs, KPIs, and reporting frameworks across recruitment
- Leverage data and analytics to continuously improve hiring performance
- Implement automation and new technologies to enhance processes and candidate experience
- Ensure data integrity and seamless coordination across systems, tools, and stakeholders
RequirementsQualifications
What We’re Looking For
- 5+ years of experience in talent acquisition, recruitment, or people operations, with at least 2–3 years in a leadership role or building out a core recruitment function
- Proven track record of building and scaling hiring functions in fast-paced or high-growth environments
- Strong experience managing full-cycle recruitment across multiple roles and functions
- Demonstrated ability to lead, coach, and performance-manage distributed teams
- Experience working cross-functionally with senior leadership and influencing strategic decisions
- Deep understanding of recruitment operations, including ATS systems, workflows, and process optimization
- Strong analytical skills with experience using data to drive hiring decisions and improve performance
- Fluency in English
- Someone deeply mission aligned
- Experience hiring within tech, startups, or emerging markets (especially MENA)
- Background in both agency and in-house recruitment environments
- Experience building or optimizing talent tech stacks and implementing new tools
- Familiarity with recruitment marketing, employer branding, or talent community building
- Exposure to contractor-based or global workforce models
- Experience supporting business development or client-facing recruitment
- Comfort using AI tools or automation to improve sourcing and operational efficiency
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