Global Selection & Quality of Hire Manager

Introduction

How do you know whether a hiring decision leads to the right talent outcomes? As Global Selection & Quality of Hire Manager, you will help ASML answer that question and improve how we select talent. You will shape and govern the selection methods, assessment practices and decision standards that help hiring teams make fair, consistent and evidence-based decisions.

You will connect the way we assess and select candidates with what we learn about hiring outcomes. By translating research, data and business needs into practical frameworks and tools, you will strengthen selection quality and help ASML secure the capabilities it needs for the future.

Role and Responsibilities

You will be part of the Attract, Select & Onboard Center of Expertise within Talent Acquisition. This center provides global expertise, frameworks and improvement practices that strengthen the quality, consistency and impact of ASML’s hiring approach across regions, sectors and talent domains.

As Global Selection & Quality of Hire Manager, you will be the global subject-matter expert for selection methodology and the owner of the Quality of Hire framework for external hiring. You will define how evidence is gathered, assessed and used in selection decisions, working closely with the owner of ASML’s broader assessment framework. You will partner with regional TA teams, hiring managers, HR, Legal and Compliance, Data & Analytics, and TA Technology to make these standards practical and consistently applied.

As Global Selection & Quality of Hire Manager, you will:

• Define, govern and improve global selection methods, evaluation criteria, structured interview approaches and decision standards for external hiring.
• Own the Quality of Hire framework, connecting selection methodology with workforce capability needs, early performance indicators, retention insights and longer-term talent outcomes.
• Develop evidence-based assessment approaches, interview guides, evaluation forms, scoring models and decision tools, aligned with ASML’s broader assessment framework.
• Set standards for evidence capture, candidate comparison and calibration, helping hiring teams make well-supported and clearly documented decisions.
• Provide expert guidance on assessment steps, decision gates and evidence requirements, balancing global consistency with local regulatory requirements and hiring needs.
• Develop training content, guidance and toolkits that strengthen interviewer and hiring manager capability in fair, structured selection.
• Partner with Data & Analytics to define selection effectiveness measures, examine reliability, validity and fairness, and translate Quality of Hire insights into prioritized improvements.
• Partner with TA Technology and IT to select, implement and improve tools for structured interviewing, assessment, scoring, calibration and decision reporting.
• Drive adoption across regions and sectors through stakeholder alignment, practical guidance and continuous improvement, working with HR Legal and Compliance to support fair, auditable and defensible selection practices.
  

Education and Experience

You bring deep expertise in selection science and assessment methodology, together with the ability to turn research and data into practical approaches for hiring teams. You have experience shaping selection practices in a global environment and connecting the quality of selection decisions with hiring outcomes.

• Bachelor’s degree required; master’s degree in organizational psychology, human resources, behavioral science or a related field preferred.
• 10–15+ years of relevant experience in selection, Talent Acquisition, assessment methodology, organizational psychology or related senior advisory roles in global settings.
• Senior-level expertise in evidence-based assessment, structured interviewing, scoring and calibration, including an understanding of predictive validity, decision-making psychology and fairness in selection.
• Experience developing and governing selection frameworks, standards and tools, and enabling their adoption across regions, functions or talent domains.
• Expertise in Quality of Hire frameworks and the relationship between selection methods, workforce capability needs and talent outcomes.
• Experience using selection, funnel and outcome data to identify improvement opportunities and evaluate the effectiveness of selection practices.
• Experience working in a large, international and complex matrix organization, influencing senior HR and business stakeholders.

Skills

Working at the cutting edge of tech, you’ll always have new challenges and new problems to solve – and working together is the only way to do that. You won’t work in a silo. Instead, you’ll be part of a creative, dynamic work environment where you’ll collaborate with supportive colleagues. There is always space for creative and unique points of view. You’ll have the flexibility and trust to choose how best to tackle tasks and solve problems. To thrive in this job, you’ll need the following skills:

• Strategic and conceptual thinking, with the ability to translate business capability needs, research and data into practical selection methods and clear priorities.
• Strong analytical judgment: distinguish evidence from assumptions, understand the limitations of data and turn findings into actionable improvements.

• Stakeholder management and influence without formal authority, building alignment across global TA, HR and business teams.
• Clear communication and facilitation, making complex assessment concepts understandable and enabling constructive calibration discussions.
• Cross-functional collaboration, respecting the distinction between selection methodology ownership, the broader assessment framework and local hiring execution.
• Sound judgment on fairness, transparency and decision quality, with the confidence to challenge inconsistent practices and involve Legal and Compliance where needed.
• Ownership and follow-through, translating global standards into tools and guidance that hiring teams can use.
• A learning and continuous improvement mindset, using evidence and feedback to refine methods, tools and ways of working.

Diversity & Inclusion

ASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of ASML to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion is a driving force in the success of our company.

Inclusion and diversity

ASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that inclusion and diversity is a driving force in the success of our company.

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