Talent Acquisition Manager

We're a product-first team on a mission to help grow the cybersecurity culture 🔐 We want to instill cybersecurity good practices to employees in a way that's actually effective, and entertaining enough so that employees don't feel like they're working. Think Duolingo but for cybersecurity. We created a platform to easily rollout a cybersecurity awareness program: the platform sends chat-based 4-minutes long courses to teams. Following the courses, the other side of the platform simulates phishing attacks, to prepare employees to face hackers, but in a safe environment. Created in 2020, Riot has raised $45m with top-notch investors (Y Combinator, Base10, Funders Club and Frst Capital), and is now protecting more than 2,000,000 employees in over 2,000 companies (including Intercom, Deel and Deezer) all over the world. Cybersecurity is everywhere. It's impacting everyone, everyday, and it's becoming the number one risk to any organization, whether it's a small business or a big firm. Yet, the cybersecurity culture in most companies is a disaster. Hackers are leveraging this by targeting the weakest link: the employees. We're on a mission to fix that. You will join the People team at a key moment of growth: we’re 120 Rioters today and will double our headcount by the end of 2026, with a strong focus on international expansion and the opening of new markets. As a Talent Acquisition Manager, you’ll play a pivotal role in scaling RIOT globally by building an international talent pipeline, recruiting top performers, and continuously improving how we hire. Your mission is to make our recruitment engine more scalable, data-driven, and independent from external agencies, by doubling down on sourcing, automation, and structured hiring practices. You’ll be at the heart of our growth strategy, helping us expand into new regions while maintaining the high hiring bar that defines RIOT What you will do 🤝 1) Build a Proactive & Scalable Talent Pipeline - Own sourcing strategy: leverage automated outreach, AI-driven prospecting, and referral programs to attract top talent. - Develop high-touch candidate engagement strategies: nurture passive talent, build long-term relationships, and create a talent-first approach. - Optimize inbound and outbound channels to ensure a consistent flow of qualified candidates. 2) Drive High-Impact Hiring (20 to 25 key hires per year per TAM) - Own the end-to-end recruitment process, from candidate qualification to closing, ensuring a seamless and engaging experience. - Partner closely with hiring managers to refine role positioning, assess talent effectively, and make data-driven hiring decisions. - Master the art of selling RIOT’s mission, culture, and vision to top-tier candidates. - Maintain high velocity and quality in hiring without compromising on candidate experience. 3) Optimize & Automate Recruitment Processes - Standardize hiring frameworks: unify interview scorecards, evaluation methods, and hiring workflows across teams. - Automate where possible: implement sourcing automation, nurture campaigns, and AI-powered screening to maximize efficiency. - Measure & iterate: analyze hiring funnel performance, identify blockers, and continuously optimize to improve speed and quality. - Lead strategic initiatives: drive projects like diversity hiring, employer branding, or partnerships to amplify our hiring success.