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.

• 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.

Tapcheck is a digital platform offering an easy and convenient way to access on-demand earnings early. Available at no cost to…