Waymo's People team recruits and supports the world's best talent (including, we hope, you). Our HR business partners, program administrators, staffers, and compensation specialists help our employees attain their full potential in a healthy, considerate and supportive environment. We take our role as stewards of Waymo's culture seriously.

In this hybrid role, you will report into our Head of SWE Recruiting.

You will:

• Directly manage and develop a global team of 10+ recruiters. Set clear KPIs, provide continuous feedback, and support career growth.
• Forecast hiring needs and allocate team resources dynamically across the US, and international hubs to meet ambitious engineering roadmaps.
• Standardize recruitment workflows globally while allowing for regional adaptations where necessary.
• Act as a subject matter expert on technical talent trends, compensation benchmarks, and competitor movement in our three primary hubs.
• Partner with Marketing to localize our employer value proposition (EVP) for engineers in the US and internationally.
• Serve as a strategic advisor to the VP of Engineering and greater team of director-level direct reports, providing regular updates on hiring health and market blockers.
• Utilize ATS data to track funnel metrics: time-to-hire, month to date/year to date hiring and surfacing blockers in a timely manner.
• Oversee relationships with external agencies and technical assessment platforms (e.g., international vendors).

You have:

• 8+ years experience in talent acquisition, with at least 4 years specifically supporting engineering/technical organizations.
• 3+ years of experience managing a team of at least 5 direct reports in a high-growth environment.
• Proven track record of hiring in international markets (Poland and India preferred, but not required), including knowledge of local labor laws and cultural hiring nuances.
• Ability to "speak engineer"—understanding the difference between backend architectures, ML practices, and frontend frameworks.
• Expert-level ability to turn raw hiring data into a compelling narrative for executive leadership.

We prefer:

• Experience scaling a technical org from 500 to 1,000+ employees.
• Background in "In-house" recruitment for a tech company or high-growth international start ups.