About Ad-Shield
Billions of ad impressions disappear every day because of ad blockers, destroying over $200B in publisher revenue annually. Ad-Shield builds next-generation adblock recovery technology that helps publishers restore lost revenue and turn blocked traffic into a sustainable revenue channel.
We are one of the fastest-growing teams in global ad-tech. With a lean, high-leverage team, we generate millions of dollars in revenue per employee and are scaling an 8-figure net revenue portfolio toward 9-figure potential.
About the Role
Ad-Shield is looking for a bilingual Talent Acquisition Partner to build the team required for our next stage of growth. This is not a recruiting operations role. You will work closely with the CEO and functional leaders to define hiring priorities, identify the talent required to achieve business goals, and directly recruit high-impact technical and business candidates across Korea, the United States, and other global markets.
As our US business and international hiring needs continue to grow, we need someone who understands both Korean and US talent markets and can communicate naturally with candidates and leaders in both Korean and English.
You will own the work from talent strategy and market mapping through sourcing, candidate engagement, offer closing, and long-term pipeline development.
What You Will Do
- Translate Business Priorities into Hiring Strategy: Work directly with the CEO and functional leaders to understand business goals, define critical roles, and determine which hires will have the greatest impact on company growth.
- Lead Direct Sourcing and Search: Identify and engage high-quality passive candidates across engineering, product, revenue, partnerships, and other core functions.
- Recruit Across Korea and the US: Build relationships with candidates in both markets and manage cross-border recruiting with an understanding of local expectations, compensation, and candidate motivations.
- Advise Leadership with Market Intelligence: Provide practical guidance on talent availability, compensation benchmarks, competitor hiring activity, candidate expectations, and the feasibility of different hiring plans.
- Own the End-to-End Candidate Process: Manage role kickoffs, market mapping, outreach, screening, interview coordination, candidate communication, offer strategy, and closing.
- Build Long-Term Talent Pipelines: Develop relationships with high-potential candidates before immediate openings arise, particularly for hard-to-fill technical and leadership positions.
- Create a Scalable Recruiting System: Establish clear hiring processes, evaluation standards, sourcing channels, recruiting data, and operating rhythms that can support continued global growth.
Qualifications
Must Have
- Professional Fluency in Korean and English: You can communicate clearly and confidently with candidates, executives, and hiring managers in both languages.
- Strong Direct Sourcing Capability: You know how to identify, approach, assess, and engage passive candidates rather than relying primarily on inbound applications.
- Commercial Judgment: You understand that recruiting decisions must reflect business priorities, team constraints, compensation realities, and the expected impact of each hire.
- Stakeholder Management: You can challenge assumptions, clarify ambiguous requirements, and advise senior leaders rather than simply executing hiring requests.
- Ownership and Execution: You are comfortable operating independently, moving quickly, and taking responsibility for hiring outcomes from initial strategy through offer acceptance.
- Candidate Communication: You can represent the company credibly, build trust with senior candidates, and communicate both the opportunity and its risks honestly.
Nice to Have
- Experience recruiting for startups, high-growth technology companies, or search firms
- Experience hiring across Korea and the United States
- Technical recruiting experience across engineering, product, data, or infrastructure roles
- Experience with executive search, market mapping, or retained search
- Familiarity with compensation benchmarking and cross-border offers
- Experience building recruiting processes, reporting systems, or long-term talent pipelines
Why This Role Matters
Ad-Shield’s growth depends on hiring a small number of exceptional people who can create disproportionate business impact.
At our current stage, one strong hire can open a new market, build a critical product capability, or materially increase revenue. One weak or delayed hire can slow the company for months.
This role will directly shape the team that builds Ad-Shield’s next stage. You will have access to leadership, visibility into the company’s most important priorities, and meaningful ownership over how the organization grows.
