Talent Acquisition Program Lead

We are looking for a Talent Acquisition Programs Lead to partner with the Head of Talent to own and scale Nebius’ talent acquisition programs. You will drive initiatives that improve quality of hire, candidate experience, and hiring consistency across teams and regions.

This is a high-impact, individual contributor role responsible for building structured frameworks, scaling referral programs, designing structured interview practices, and enabling managers to make consistent hiring decisions. The role also requires strong project management skills to plan, execute, and deliver cross-functional TA initiatives.

Your responsibilities will include:

Talent Acquisition Programs

• Own Nebius’ core talent programs that strengthen quality of hire, candidate experience, and hiring consistency across teams.

• Partner with TA leadership, TA Ops, and hiring managers to build scalable, repeatable hiring frameworks that support growth across regions.

• Own and evolve Nebius’ employee referral program, including program structure, communications, incentives (in partnership with Total Rewards), and measurement.

• Build campaigns and enablement resources that increase participation and drive high-quality pipeline.

• Design and scale structured interviewing practices, including interview training and interviewer readiness, interview scorecards and competency frameworks, and consistent selection standards and decision-making practices.

• Improve quality, fairness, and consistency in hiring through training and enablement.

• Create and deliver hiring manager enablement programs, toolkits, and training (in partnership with TA leaders and L&D where applicable).

• Ensure managers understand how to run effective interviews, evaluate candidates, and make consistent hiring decisions.

• Develop manager-facing playbooks outlining key hiring milestones and expectations.

Cross-Functional Program Management & Execution

• Act as a program engine for the Head of Talent Acquisition & Total Rewards, translating priorities into structured roadmaps, timelines, and deliverables.

• Drive cross-functional execution for initiatives that sit between teams (e.g., TA to People Ops handoffs, manager self-service workflows, employee communications, and lifecycle process clarity).

• Build clear project plans with defined milestones and ownership.

• Track progress, identify risks, and ensure timely delivery of initiatives.

• Influence stakeholders at all levels without formal authority.

Insights, Metrics, and Continuous Improvement

• Define and track success metrics for TA and lifecycle programs, including referral participation and conversion rates, interview training completion and interviewer readiness, candidate experience (survey results and funnel signals), offer acceptance rate and time-to-fill (in partnership with TA Ops), new hire satisfaction and time-to-productivity, and first-year attrition trends.

• Use data and employee feedback to identify friction points and recommend improvements.

We expect you to have: 

• Bachelor’s degree or equivalent practical experience.

• Proven senior experience in Talent Acquisition, TA Operations, People Programs, or a related function.

• Demonstrated track record designing and scaling structured hiring programs (e.g., interview frameworks, scorecards, interviewer training).

• Experienced in leading and executing cross-functional initiatives from planning through delivery.

• Skilled at building and scaling talent programs in high-growth and/or multi-region environments.

• Strong project and program management capabilities, including roadmap development, milestone tracking, and risk management.

• Adept at defining and leveraging hiring metrics (e.g., referral conversion, interviewer readiness, offer acceptance, time-to-fill, attrition) to drive improvement.

• Proven ability to influence senior stakeholders and drive behavior change without formal authority

Key employee benefits in the US:

• Health insurance: 100% company-paid medical, dental, and vision coverage for employees and families.
• 401(k) plan: Up to 4% company match with immediate vesting.
• Parental leave: 20 weeks paid for primary caregivers, 12 weeks for secondary caregivers.
• Remote work reimbursement: Up to $85/month for mobile and internet.
• Disability & life insurance: Company-paid short-term, long-term and life insurance coverage.