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.
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
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
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
Lead, coach, and develop recruiters or sourcers
Set performance standards and track recruiting KPIs
Create accountability for quality, speed, and candidate experience
Own candidate experience from first touch to offer acceptance
Ensure communication is timely, transparent, and respectful
Strengthen employer branding through messaging, process, and feedback
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
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
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
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
Experience in remote-first or high-growth organizations
Exposure to technical, corporate, or niche hiring
Employer branding or recruitment marketing experience
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