Talent Acquisition Manager

Job Title:
Talent Acquisition Manager

Location: Lindon, UT area or Remote (CST or MST time zone preferred), with remote work flexibility

Compensation: $80,000 - $100,000 base salary, plus bonus

About Govineer

Local governments run on Govineer. Our software and payments platform helps more than 2,300 towns, municipalities, and special districts across 43 states manage fund accounting, utility billing, online payments, personnel, and community development, so the people who serve their communities can spend less time on paperwork and more time on residents. We are a growing SaaS company, built through strong customer relationships and strategic acquisitions, and we are investing in AI to become the operating system for local government.

Our growth depends on hiring people who care about doing meaningful work well. That is where you come in.

As Govineer's Talent Acquisition Manager, you will own how we hire. You will run multiple open roles at once across Engineering, Product, Implementation, Customer Success, Sales, and G&A, and you will be the primary recruiting partner for every hiring manager in the company.

Just as important, you will build the system behind great hiring. You will set the standard for structured, behavioral interviewing, coach hiring managers on best practices, design our recruiting and onboarding workflows in our HRIS and ATS, and report on the metrics that show how we are doing. Success in this role means two things: candidates who have a great experience whether or not they join us, and hiring managers who trust the process and get the people they need.

• Manage Multiple Openings: Manage a portfolio of concurrent job openings from intake to accepted offer, including sourcing, screening, interview coordination, references, and offer negotiation.
• Hiring Manager Partnership: Own the recruiter relationship with each hiring manager. Lead intake meetings to define the role, the profile, and the interview plan; set clear expectations on timelines and responsibilities; and keep hiring managers informed at every stage.
• Sourcing & Pipeline: Proactively source talent through Linked In, job boards, referrals, and professional networks, and build pipelines for recurring and hard‑to‑fill SaaS roles.
• Offers & Market Insight: Partner with HR leadership on compensation benchmarking and offer ranges, and bring market data to hiring conversations.

• Structured, Behavioral Interviewing: Design consistent, repeatable interview processes for each role, including interview plans, competency-based scorecards, and behavioral interview questions.
• Educate Hiring Managers: Train hiring managers and interview teams on best practices, including behavioral interviewing techniques, writing useful feedback, reducing bias, running effective debriefs, and legally compliant interviewing.
• Process Adherence: Make sure every hiring team follows the process, submits timely feedback, and makes evidence-based decisions, and coach teams when they drift.

• Candidate
  
  Experience:
  
  Make sure our process reflects who we are: timely communication, clear expectations, a well‑organized interview day, and a respectful close for every candidate, hired or not.
• Hiring Manager
  
  Experience:
  
  Build a process that is easy for hiring managers to follow, with clear steps, simple tools, and regular updates, so they can spend their time evaluating talent instead of chasing logistics.
• Continuous Improvement: Gather feedback from candidates and hiring managers and use it to keep improving the process.

• Offer to Day One: Manage offer letters, background checks, and new‑hire paperwork,…