About the Role As Manager of Talent Acquisition, you'll serve as the right-hand partner to our Director of Talent Acquisition, leading a team of recruiters while personally driving select high-priority searches. You'll play a key role in accelerating business growth by ensuring we consistently hire top talent, faster - reducing time-to-fill, strengthening direct sourcing, and cutting our reliance on outside agencies. As deputy to the Director, you'll also help safeguard continuity across executive searches and critical hiring relationships, ensuring nothing slows down even when leadership bandwidth is stretched thin.
ResponsibilitiesOwn Process Excellence- Audit and elevate our end-to-end hiring process - from intake to scorecards to interview flow - building the playbook for how we hire well
- Champion data integrity across the team's ATS pipeline, keeping our hiring insights sharp and reliable
- Dig into hiring committee decisions to uncover what's working (and what's not), then turn those insights into faster, better decision-making
- Build a pipeline hygiene rhythm that keeps the whole team's reqs clean, current, and audit-ready
Deliver Hiring Speed & Quality- Keep the team moving fast - driving average time-to-fill under 50 days without sacrificing quality
- Own hire quality by ensuring the majority of new hires are thriving at their 90-day (and six-month) check-ins
- Manage cost-per-hire efficiency, proving that smart, direct sourcing beats expensive shortcuts
Lead and Grow a High-Performing Team- Be the coach your recruiters want - running regular one-on-ones, pipeline reviews, and KPI check-ins that actually help people grow
- Keep the team sharp and accountable on SLAs and system hygiene (Greenhouse updates, etc.)
- Spot performance gaps early and build real, actionable development plans - not just paperwork
- Help the majority of your recruiters hit their quarterly hiring targets, quarter after quarter
- Level up your team's craft - coaching on sourcing strategy, candidate closing, stakeholder management, and slate quality
- Identify and develop future leaders on your team, prepping at least one recruiter for bigger opportunities ahead
- Build a culture of high performance, ownership, and continuous improvement across your team
Key Competencies - People Leadership & Accountability: Sets clear expectations, develops recruiters, and takes ownership of team performance and hiring outcomes.
- Talent Judgment: Distinguishes strong candidates from polished candidates and maintains a high bar under pressure.
- Ownership & Operational Excellence: Anticipates issues, removes barriers, and creates disciplined execution without unnecessary process.
- Executive Presence & Advisory Capability: Builds credibility with senior leaders, provides direct counsel, and constructively challenges assumptions.
- Data & Systems Thinking: Uses recruiting data to diagnose problems, prioritize action, and continuously improve performance.
- AI & Recruiting Technology Mindset: Uses emerging tools to increase recruiter leverage, strengthen research, and reduce administrative work.
Experience - 6-8 years of progressive talent acquisition experience, including at least 2 years leading and developing recruiters.
- Demonstrated success personally delivering executive, leadership, and highly specialized searches.
- Experience recruiting across multiple functions and business models; experience in technology, gaming, advertising technology, or consumer technology is preferred.
- Demonstrated ability to use recruiting data, systems, and operating rhythms to improve hiring performance.
- Experience with LinkedIn Recruiter, Greenhouse, and modern recruiting technology.
- Bachelor's degree or equivalent practical experience.
Total Starting Compensation including Base + Bonus + Equity: $188,000Location: Onsite in Las Vegas, NV.
Travel Requirement: Less than 10%
Why FIRY- You are at the center of everything. Corporate roles at FIRY do not support one business. They support the infrastructure, strategy, and execution that makes three independent businesses work and compounds as they grow together.
- Founder-led. Andrew Paradise founded Skillz in 2012 with a single conviction: that fair, real-money skill-based competition should exist at scale. Thirteen years later, he has taken the company public on the NYSE, built a portfolio of three independent businesses, earned 90+ patents, and won the largest false advertising verdict in U.S. history. He is still here, still the founder, still the CEO, still building. That kind of long-term commitment is rare. At FIRY, it defines the culture from the top down.
- A portfolio at the beginning of its compounding phase. Four consecutive quarters of sequential revenue growth. Q1 2026 revenue up 33% year-over-year. RZR at 120%+ year-over-year growth in Q1 2026 and profitable for three consecutive quarters. The flywheel is turning.
- A mission worth the work. FIRY's mission is to fuel business potential. The systems FIRY builds help developers build businesses, advertisers acquire the right users, and infrastructure that turns competitive play into a scalable commercial engine. The addressable market across performance marketing, gaming infrastructure, and skill-based competition is $45B+.
- Comprehensive Benefits. 100% coverage for medical, dental, and vision for you and your dependents. 401K matching, equity incentives, pre-tax benefit options, and more.
- Wellness Support. Meditation and mental health resources, physical fitness coaching and classes, family planning assistance, virtual therapy sessions, and more.
- Time Off. Competitive PTO and company holidays.
- Las Vegas Headquarters. FIRY operates in a five-day-a-week, collaborative office environment at our 36,000+ square foot Las Vegas headquarters. Free daily lunch, snacks, a full-size gym with showers, commuter benefits, team events, and more.
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