Global Talent Acquisition Specialist

Arthur J. Gallagher · Washington · $68,000–$87,500 (stated in the posting)

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 skills and ability to manage multiple requisitions across time zones
Self-directed, proactive, and able to anticipate needs while maintaining candidate experience
Strong written and verbal communication; professional representation of the organization
Proficiency in Microsoft Office Suite and Google Workspace
Flexible schedule to accommodate international time zones when needed

Preferred:

Experience in media, journalism, or startup or high-growth environments where you are comfortable to wear multiple hats and think on your feet.
Recruiting experience for journalists, editors, producers, or media professionals
Knowledge of visa processes, work authorization, and immigration timelines (H-1B, TN, green card)
Experience with Employer of Record (EOR) engagement
Experience with USG background checks and/or background check vendors
Familiarity with ATS implementation or optimization
Understanding of compensation benchmarking and market pricing
Experience recruiting in Asia or knowledge of Asian talent markets
Proficiency in one of RFA broadcast languages

Core Competencies:

Cultural Competence: Builds authentic relationships across diverse cultures and backgrounds; navigates cultural nuances with sensitivity.
Adaptability: Thrives in fast-paced, changing environments; adjusts strategies to shifting priorities and market conditions.
Judgment and Problem-Solving: Makes sound decisions based on information gathered, be resourceful and proactive when encountering problems.
Ownership:Takes full responsibility for recruitment outcomes; follows through on commitments and delivers results.
Organization and Time Management: Manages multiple deadlines and priorities while maintaining clear, accessible records.

Please submit a cover letter together wtih your application.

Salary Range: 68,000-87,500/Year. Final salary is commensurate with experiences and skills that are compatible with the requirements of the role.

This position is ineligible for sponsorship by the company for any work authorization, applicant must possess existing work authorization to be considered for the position.

This is a full-time, exempt position based in Washington, DC. Some flexibility in work hours required to accommodate international time zones. The role follows a hybrid schedule, with 3 days in office and 2 days in remote.