Senior Talent Acquisition Manager

Key Responsibilities

1. Strategic Leadership & Planning

• Develop and execute a cohesive, multi-faceted in-house talent acquisition strategy to meet aggressive hiring goals across all departments (IT and Non-IT).
• Partner closely with executive leadership and department heads to forecast future talent needs and build proactive pipelines.
• Establish and report on key recruitment metrics (e.g., time-to-hire, cost-per-hire, quality of hire, diversity hiring) to measure effectiveness and drive continuous improvement.
• Manage the annual TA budget, resource allocation, and vendor relationships (ATS, job boards, assessment tools).

2. Operational Excellence & Execution

• Oversee and directly manage full-cycle recruitment

  for complex, senior, or niche positions, serving as a hands-on recruiter when necessary.
• Design, implement, and optimize standardized in-house recruiting processes, leveraging the Applicant Tracking System (ATS) for maximum efficiency and data integrity.
• Ensure all recruitment practices comply with federal, state, and local employment laws and promote fair hiring practices.
• Drive the adoption of new sourcing technologies and AI tools to enhance recruiter productivity.

3. Team Management & Development

• Lead, mentor, and develop a team of Talent Acquisition Specialists/Recruiters, covering both IT and Non-IT domains.
• Conduct regular one-on-ones, performance reviews, and training to ensure the team possesses best-in-class interviewing, negotiation, and closing skills.
• Foster a collaborative, high-performing, and fun team culture focused on delivering exceptional service to candidates and hiring managers.

4. Employer Branding & Candidate Experience

• Collaborate with Marketing and HR to define and amplify the company's employee value proposition (EVP) and employer brand.
• Oversee all talent marketing and social media recruiting campaigns.
• Ensure a consistently positive, engaging, and professional candidate experience from initial contact through onboarding.

Required Qualifications

• 14+ years of progressive experience in Talent Acquisition, with at least 3 years in a management/leadership role.
• Proven, hands-on experience in both IT recruitment (Software Engineers, Cloud, DevOps, Data Science, Cyber Security) and Non-IT corporate recruitment (Sales, Finance, HR, Operations).
• Demonstrated experience in leading a dedicated in-house (corporate) recruiting functionagency experience alone will not suffice.
• Hands on experience in campus recruitment, bulk hiring and BPO hiring.
• Expert-level knowledge of sourcing techniques, including Boolean search, social recruiting, and engagement platforms.
• Strong analytical skills with the ability to interpret data and metrics to drive strategic recruitment decisions.
• Exceptional written and verbal communication, negotiation, and stakeholder management skills.
• Bachelors degree in human resources, Business Administration, or a related field.

Preferred Qualifications

• Experience implementing or migrating Applicant Tracking Systems (ATS).
• Master’s degree or professional certification (e.g., SHRM-SCP, HCI Strategic Talent Acquisition).