Work In Tech

Manager, Talent Acquisition

As a key member of the Human Resources leadership team, the Manager, Talent Acquisition will serve as both a hands-on recruiter and the strategic head of our talent acquisition function. In this pivotal role, you will lead the charge in building a high-performing, scalable, and inclusive recruiting engine that supports the company’s continued growth. You’ll manage and mentor a small team while personally overseeing senior-level and critical hires across the organization. Acting as a strategic advisor to the business, you’ll partner closely with leaders across Development, Professional Services, Product Management, Customer Success, Marketing, Sales, and IT to align talent strategy with organizational goals. This is a high-impact, high-visibility role that requires a balance of tactical execution, team leadership, and cross-functional collaboration to attract and retain top-tier talent.

Key Responsibilities

1. Team Leadership & Development

• Manage and coach 2 direct reports; setting team goals, monitor performance, and ensure recruiter development and engagement.
• Conduct regular 1:1s, pipeline reviews, and help unblock challenges.

2. Strategic Hiring Planning

• Supporting the SVP, HR as she partners with execs and department heads to forecast and plan hiring across Engineering, Product, Sales, CS, Professional Services and G&A.
• Align talent strategy with headcount planning and business OKRs.

3. Full-Cycle Recruiting Oversight

• Ensure high-quality, efficient recruiting processes—from sourcing to offer.
• Manage senior-level searches or hard-to-fill roles as needed.
• Own recruiting processes across departments, adapting for role types (tech vs GTM).

4. Pipeline Health & Metrics

• Monitor and report on key metrics (e.g., time-to-fill, quality-of-hire, offer acceptance rate).
• Use data to assess performance and optimize strategies.

5. Process & Tech Optimization

• Own and evolve recruiting workflows in the ATS (e.g., Greenhouse, Lever).
• Identify and implement tools to improve sourcing, automation, and DEI.

6. Employer Brand & Candidate Experience

• Partner with Marketing and People to refine employer value proposition.
• Ensure consistent, inclusive, and engaging candidate experiences.

7. Compliance:

• Ensure all recruitment practices comply with employment laws and regulations.

Key Competencies

Strategic Thinking: Able to connect hiring with broader business goals and product roadmaps.

Operational Excellence: Skilled at building repeatable, scalable recruiting systems and workflows.

Cross-Functional Partnership: Strong relationship builder with execs, hiring managers, and peers across People, Finance, Legal.

Data Literacy: Proficient at using metrics to track pipeline health, team performance, and forecast needs.

People Leadership: Ability to develop recruiters, manage performance, and foster a high-trust team culture.

SaaS Market Insight: Deep understanding of competitive talent landscape in SaaS (e.g., developers, PMs, AEs, CSMs).

Change Management: Comfortable adapting to evolving needs in a fast-growth environment.

Communication: Clear, concise communicator across levels—especially with hiring managers and execs.

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