Talent Acquisition Manager

Windfall is looking for a strategic and hands‑on Talent Acquisition Manager to lead and execute our internal talent strategy. This high‑impact leadership opportunity will manage a small team, own the recruiting budget, and serve as the architect for our end‑to‑end hiring process.

Reporting to the VP of Finance and People Operations, you will be crucial to scaling our culture. You’ll have the opportunity to learn fast, grow your knowledge and skills, and lead company initiatives while we change how organizations perceive and use people data.

Our mission is to change how organizations perceive and use people data. We hold true to our core values of:

• Be an excellent communicator
• Operate with transparency
• Provide leverage, not optimization
• Make a difference every day
• Act with integrity and trust

• Team Leadership & Development – Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full‑cycle recruitment.
• Strategic Recruiting & Sourcing – Maintain an active requisition load, focusing on technical roles (Engineering, Data Science, Product) while supporting hiring across Sales, Marketing, G&A, and Customer Success.
• Process & Systems Ownership – Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance.
• Reporting & Analytics – Develop and present clear, insightful reports and dashboards on key recruitment metrics (time‑to‑hire, source of hire, candidate pipeline) to C‑Suite executives to inform business decisions.
• Stakeholder Partnership – Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C‑Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience.
• Budget & Vendor Management – Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies.
• Driving Culture – Partner with our CEO on a number of culture‑driving events in our SF office and influence the new‑hire onboarding process.

• 7+ years of total experience supporting the recruiting function for a Software‑as‑a‑Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations.
• Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function.
• Proven background as a full‑cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles.
• Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors.
• Expert‑level knowledge and hands‑on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance.
• Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes.
• Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks.
• High standards, with flexibility to improvise and move fast in a changing, high‑growth startup environment.

• Experience as a generalist recruiter who has successfully hired across multiple functions (Sales, Marketing, G&A, etc.) in addition to technical roles.
• Prior experience with Lever ATS.
• Experience with Human Resources.