Talent Acquisition Manager

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders. What This Role Owns Hiring Strategy & Workforce Planning Translate business growth plans into practical hiring strategies Forecast talent needs and define hiring priorities by function Design scalable hiring processes that support speed and quality Recruitment Execution & Delivery Own end-to-end hiring outcomes across multiple roles and teams Ensure consistent, fair, and structured interview processes Personally step in to close high-impact or hard-to-fill roles Stakeholder Partnership Act as a trusted hiring advisor to leaders and executives Set clear expectations on timelines, role requirements, and market realities Push back when roles, processes, or expectations create hiring risk Team Leadership (if applicable) Lead, coach, and develop recruiters or sourcers Set performance standards and track recruiting KPIs Create accountability for quality, speed, and candidate experience Candidate Experience & Employer Brand Own candidate experience from first touch to offer acceptance Ensure communication is timely, transparent, and respectful Strengthen employer branding through messaging, process, and feedback Data, Tools & Continuous Improvement Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health) Optimize ATS usage, sourcing channels, and interview workflows Use data to identify bottlenecks and improve hiring outcomes What Success Looks Like Critical roles are filled on time with high-quality talent Hiring managers trust and rely on TA partnership Candidates describe the hiring experience as professional and human Recruiting processes scale without sacrificing quality The company is competitive in the U.S. talent market Required Experience 6+ years in talent acquisition or recruiting 2+ years leading or owning hiring programs or teams Proven experience hiring for U.S.-based roles Strong understanding of U.S. hiring practices and compliance Core Skills Strategic thinking with hands-on execution Stakeholder management and influence Data-driven decision making Clear communication and negotiation Ability to operate in fast-changing environments Nice to Have Experience in remote-first or high-growth organizations Exposure to technical, corporate, or niche hiring Employer branding or recruitment marketing experience