Talent Acquisition Manager

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders.

Translate business growth plans into practical hiring strategies

Forecast talent needs and define hiring priorities by function

Design scalable hiring processes that support speed and quality

Own end-to-end hiring outcomes across multiple roles and teams

Ensure consistent, fair, and structured interview processes

Personally step in to close high-impact or hard-to-fill roles

Act as a trusted hiring advisor to leaders and executives

Set clear expectations on timelines, role requirements, and market realities

Push back when roles, processes, or expectations create hiring risk

Lead, coach, and develop recruiters or sourcers

Set performance standards and track recruiting KPIs

Create accountability for quality, speed, and candidate experience

Own candidate experience from first touch to offer acceptance

Ensure communication is timely, transparent, and respectful

Strengthen employer branding through messaging, process, and feedback

Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health)

Optimize ATS usage, sourcing channels, and interview workflows

Use data to identify bottlenecks and improve hiring outcomes

Critical roles are filled on time with high-quality talent

Hiring managers trust and rely on TA partnership

Candidates describe the hiring experience as professional and human

Recruiting processes scale without sacrificing quality

The company is competitive in the U.S. talent market

6+ years in talent acquisition or recruiting

2+ years leading or owning hiring programs or teams

Proven experience hiring for U.S.

-based roles

Strong understanding of U.S. hiring practices and compliance

Strategic thinking with hands‑on execution

Stakeholder management and influence

Clear communication and negotiation

Ability to operate in fast‑changing environments

Experience in remote‑first or high‑growth organizations

Exposure to technical, corporate, or niche hiring

Employer branding or recruitment marketing experience