Senior Manager of Talent Acquisition

About Karbon
Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List.

We are seeking a player-coach style Senior Manager of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon — from candidate experience to process optimization, reporting, and AI integration.

We are currently prioritizing applications from candidates based in: Chicago, IL;
Bangor, ME;
Denver, CO;
New York City, NY.

At the core, this role needs someone who:

• is obsessed with data and making recruitment more scientific
• a stickler for attention to detail
• a true talent partner, not an order taker
• thinks AI‑first and constantly looks for ways to use AI to improve efficiency and delivery

• Lead and scale the recruiting function with a sales‑operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities.
• Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.
• Establish and maintain data‑driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.
• Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real‑time pipeline data.
• Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed.

• Lead as a player‑coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real‑time inspection.
• Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.
• Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort.
• Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.

• Partner cross‑functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.
• Drive executive‑level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.
• Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.

Own and report on key recruiting KPIs, including:

• Hires per month / quarter
• Time‑to‑fill and time‑to‑start
• Recruiter productivity and capacity
• Pipeline coverage and conversion rates
• Offer acceptance rate
• Quality and durability of hire

Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.

• Think AI‑first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.
• Drive special projects to mature the recruitment…