TA Manager

Talent Acquisition Manager

Position Overview:

The Talent Acquisition Manager is responsible for leading full-cycle recruiting, onboarding, and talent acquisition initiatives across the organization. This role partners with leadership to anticipate hiring needs, build strong candidate pipelines, improve hiring processes, and create a positive candidate and new hire experience. The TA Manager will also help build and lead the talent acquisition function as the organization grows.

Partner with leadership to forecast hiring needs and establish recruiting priorities. Manage full-cycle recruiting for hourly, professional, leadership, and executive-level roles. Build proactive pipelines for high-volume and critical positions. Advise hiring managers on role requirements, market conditions, compensation, and hiring timelines. Manage offers and candidate communication throughout the hiring process.

Develop and maintain consistent recruiting processes, interview guides, and candidate scorecards. Manage the applicant tracking system, including workflows, reporting, and recruiting metrics. Oversee job boards, recruiting vendors, and external search partners. Ensure hiring practices remain consistent and compliant.

Manage the new hire experience from offer acceptance through orientation. Oversee pre-employment requirements, new hire documentation, and onboarding administration. Lead and continuously improve new hire orientation and training programs. Partner with HR and managers to create a smooth transition for new employees.

Develop sourcing strategies to attract active and passive candidates. Build relationships with educational institutions, community organizations, workforce programs, and other talent partners. Manage employee referral programs and other recruiting channels. Evaluate sourcing effectiveness and adjust strategies based on recruiting and retention data.

Lead, coach, and develop recruiting and onboarding team members as the function grows. Establish recruiting goals, service standards, and regular pipeline reviews. Track key metrics including time to fill, cost per hire, source of hire, offer acceptance, and retention. Use recruiting data to identify opportunities to improve hiring and onboarding effectiveness.

Bachelor’s degree in Human Resources, Business, Communications, or a related field preferred; equivalent experience considered. 5+ years of progressive recruiting or talent acquisition experience. Experience with high-volume hourly recruiting and professional-level hiring. Strong sourcing experience with the ability to proactively build candidate pipelines. Hands‑on experience with applicant tracking systems, recruiting metrics, and reporting. Experience developing or improving recruiting and onboarding programs.

Strong communication, presentation, and relationship‑building skills. Strong analytical, organizational, and project management abilities. Experience in a high‑growth, high‑volume, or regulated environment is a plus. Proven ability to manage multiple priorities and partner effectively with hiring managers and leadership.