Senior Talent Acquisition Manager

About The Job

We’re hiring an experienced Sr. Talent Acquisition Manager to own full‑cycle recruiting across multiple functions s starts as an individual contributor role with real autonomy—you’ll manage a high‑volume requisition load, partner directly with hiring managers (including senior leadership), operate autonomously, and are ready for iteration amid velocity.

We’re hiring an experienced Sr. Talent Acquisition Manager to own full‑cycle recruiting across multiple functions s starts as an individual contributor role with real autonomy—you’ll manage a high‑volume requisition load, partner directly with hiring managers (including senior leadership), operate autonomously, and are ready for iteration amid velocity.

This is a hybrid role in our Plano Office. Our team goes into the office Tuesday through Thursday each week.

• Own full‑cycle recruiting simultaneously across the req load across various key business functions, including engineering, product, operations, sales, and corporate functions.
• Partner with hiring managers as a strategic advisor—run structured intake meetings, set expectations on timelines and candidate profiles, and push back when job specs are unrealistic or misaligned with market reality.
• Build and execute sourcing strategies for both active and passive talent using Linked In Recruiter, direct outreach, referral networks, and creative channels. Don’t wait for inbound.
• Drive a high‑quality, high‑velocity candidate experience from first touch through offer acceptance. Move fast without cutting corners.
• Manage and negotiate complex offers including base, bonus, and equity components. Own the close.
• Maintain pipeline discipline—keep ATS data clean, track key metrics (time‑to‑fill, pass‑through rates, source effectiveness), and report on hiring progress to leadership.
• Champion and continuously improve Tapcheck’s recruiting process. Identify bottlenecks, propose solutions, and hold hiring teams accountable to the process.
• Navigate ambiguity. Reqs will shift, roles will be redefined mid‑search, and priorities will change. You adapt and keep things moving.
• Act as a change agent, always innovating and improving best practice in Tapcheck Recruiting, particularly as more AI tools come available and relevant.

• 5+ years of full‑cycle recruiting experience, with meaningful time spent at high‑growth startups or scaling tech/fintech companies.
• Proven ability to manage a large req load (10+ concurrent roles) without sacrificing quality or candidate experience.
• Strong sourcing chops. You don’t rely on job postings and pray. You know how to find people who aren’t looking.
• Comfort with ambiguity and shifting priorities. You’ve worked in environments where the org chart, headcount plan, and job specs are moving targets—and you performed well anyway.
• Data‑driven approach. You use pipeline metrics to inform strategy, not just to fill out a report. You can speak to your numbers.
• Hands‑on ATS proficiency (Greenhouse, Lever, Ashby, or comparable). You keep your pipeline clean and your data accurate.
• Excellent judgment on talent. You calibrate quickly on what “good” looks like for a role and can screen effectively without over‑relying on keyword matching.
• Clear, direct communication. You set expectations with hiring managers and candidates alike. No surprises.
• Solving problems with AI. You are constantly reinventing yourself and finding the next professional growth lever.

• Experience recruiting in fintech, payments, SaaS, or financial services.
• Familiarity with compensation benchmarking tools (Pave, Levels.fyi, Radford).
• Experience building or improving recruiting processes and infrastructure from the ground up.

At this time, Tapcheck does not provide sponsorship for employment‑based visas (e.g., H‑b, L‑1, TN, etc.). Therefore, candidates must already possess the right to work in the United States without the need for employment‑based visa sponsorship now or in the future.

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