About The Role

Sr. Manager, Talent Acquisition
Leads a high-performing team of ~3-5, hands on manager, shapes strategy, and anticipates workforce needs.

What You Will Do

Lead, develop, and mentor a high-performing Talent Acquisition team of approximately 3–5 recruiters, setting clear expectations and building a culture of accountability and continuous improvement.
Personally manage a small requisition load of critical, executive, confidential, and hard-to-fill roles, staying close to labor market and candidate realities as a hands-on player-coach.
Build proactive pipelines through sourcing, market mapping, and relationship-driven engagement for current and anticipated hiring needs.
Partner with executive leaders, Finance, and HRBPs on workforce planning to anticipate future talent needs and identify capability, skills, and succession gaps before they impact the business.
Act as the organization’s labor market intelligence expert — translating market data and internal workforce analytics into recruiting strategies and hiring recommendations for leadership.
Support the evaluation and adoption of AI-enabled recruiting tools, automation, and talent intelligence platforms to improve pipeline quality, hiring speed, and candidate experience.
Safeguard hiring integrity against emerging risks — including candidate fraud, identity theft, deepfakes, avatar-based interviews, and AI-generated or cloned candidate identities — by implementing verification methods and partnering with HR, Legal, and Security.
Serve as an internal thought leader on talent acquisition, educating leaders on current and trending recruiting practices, tools, challenges, and future-of-work developments.
Partner with Marketing and HR to strengthen the employer brand and deliver an exceptional, inclusive candidate experience across the recruitment funnel.