Talent Acquisition Manager

Accountabilities:

As the leader of the Talent Acquisition function, you will oversee recruiting operations, develop the recruiting team, manage the talent technology stack, and partner with stakeholders across the organization.

- Manage, coach, and develop a team of recruiters by setting clear objectives, hiring priorities, performance expectations, and development plans.

- Partner with hiring managers and People Operations to forecast workforce needs and prioritize open requisitions.

- Establish and monitor recruiting metrics such as time-to-fill, cost-per-hire, source effectiveness, and pipeline conversion, providing regular reporting to HR leadership.

- Build scalable and repeatable recruiting processes for standard, high-volume, and hard-to-fill positions.

- Personally lead director-level and above searches from intake through offer, partnering directly with senior leadership on role definition, candidate strategy, interview processes, and offers.

- Lead the end-to-end development and optimization of the Applicant Tracking System, including sourcing pools, nurture campaigns, talent pipelines, and recruiting workflows.

- Configure job templates, pipeline stages, interview kits, scorecards, approval processes, and offer workflows within the ATS.

- Establish data standards, tagging conventions, and reporting dashboards to maintain accurate, consistent, and actionable recruiting data.

- Manage data flows and integrations between the ATS and other HR systems, ensuring smooth transitions from requisition through onboarding.

- Evaluate and configure sourcing and CRM tools, including outreach and sequencing platforms, career site integrations, and job board syndication.

- Serve as the internal subject-matter expert and administrator for the ATS and LinkedIn Recruiter, managing permissions, system updates, and vendor relationships.

- Ensure recruiting workflows support applicable EEO/OFCCP recordkeeping and multi-state employment requirements.

- Standardize interview and evaluation practices to promote structured, consistent, and equitable hiring decisions.

- Create and maintain ATS/CRM documentation, standard operating procedures, and training materials.

- Train recruiters and hiring managers on recruiting systems, workflows, and best practices.

Requirements:

The ideal candidate is a hands-on Talent Acquisition leader who combines strong recruiting expertise with ATS administration, analytics, systems thinking, and stakeholder management capabilities.

- 5+ years of experience in Talent Acquisition, including at least 2 years in a recruiting leadership or team-lead capacity.

- Strong hands-on experience administering Greenhouse, including building pipelines, CRM and sourcing workflows, scorecards, dashboards, and reporting.

- Experience owning or significantly contributing to an ATS or CRM implementation, configuration, or migration is highly valuable.

- Familiarity with HRIS and payroll platforms and an understanding of how recruiting data flows through onboarding and payroll processes; UKG Ready experience is preferred.

- Strong analytical skills and ability to build recruiting dashboards and translate hiring data into actionable process improvements.

- Experience recruiting across a multi-state or geographically distributed workforce.

- Experience in logistics, transportation, supply chain, or a similarly operationally complex industry is a plus.

- Excellent stakeholder management skills, with the ability to influence hiring managers, senior leaders, and executive stakeholders.

- Strong understanding of recruiting operations, sourcing strategies, candidate pipelines, and structured hiring practices.

- Ability to balance strategic priorities with hands-on execution in a fast-growing environment.

- Strong organizational and problem-solving skills with excellent attention to detail.

- Ability to design scalable processes while remaining adaptable to evolving business and hiring needs.

- Strong communication and collaboration skills, with the ability to work effectively across People Operations, leadership, and business teams.

Benefits:

- Opportunity to lead and shape a Talent Acquisition function within a fast-growing organization.

- High-impact ownership of the recruiting technology ecosystem, including ATS, CRM, sourcing, reporting, and integrations.

- Opportunity to build scalable recruiting processes and infrastructure from the ground up.

- Leadership responsibility for a team of recruiters.

- Direct exposure to senior leadership and executive-level recruiting.

- Opportunity to influence recruiting strategy through data, technology, and process optimization.

- U.S.-based position supporting a distributed workforce.

How Jobgether works:
We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.
We appreciate your interest and wish you the best!
 Why Apply Through Jobgether? 
 
Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.
 
 
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