The Talent Acquisition Manager is responsible for leading the recruiting function, managing recruiters, and ensuring the organization attracts, evaluates, and hires qualified talent effectively. This is a working manager role, the manager will personally recruit for open positions while also leading, coaching, and holding the recruiting team accountable. This role may be filled by an experienced recruiting leader who has directly supervised recruiters and understands how recruitment connects with broader HR processes, employee lifecycle activities, workforce planning, compliance, and onboarding.
The ideal candidate will bring hands-on experience managing and coaching recruiting staff, assessing recruiting tools and processes, and recommending improvements within the organization's core systems, including ATS and/or HRIS platforms and any external partners needed. This position requires both strategic thinking and practical execution to improve hiring efficiency, recruiter effectiveness, candidate experience, and alignment between recruiting, hiring managers, workforce planning, and HR operations.
Key Responsibilities
- Lead, supervise, coach, and develop a team of recruiters and/or recruiting support staff.
- Provide day-to-day direction, performance feedback, workload management, and accountability for recruiting team results.
- Partner with hiring managers and business leaders to understand staffing needs, workforce priorities, and hiring timelines.
- Interface with managers to ensure requisitions are opened, updated, prioritized, and aligned with current staffing needs and future workforce planning requirements.
- Manages full-cycle recruitment & HR specific onboarding activities, including requisition intake, sourcing strategy, screening, interview coordination, candidate evaluation, offer process, pre-employment transition and I9 completion.
- Carry an active recruiting workload for senior level positions, including sourcing, screening, coordinating interviews, managing candidate communication, and supporting offers for assigned openings.
- Assess current recruiting tools, workflows, reporting capabilities, and system usage to identify gaps, inefficiencies, and opportunities for improvement.
- Ensure recruiting processes are consistent, compliant, measurable, and aligned with HR policies and business needs.
- Develop recruiter expectations, standards, templates, and best practices to improve quality, responsiveness, and candidate experience.
- Monitor recruiting metrics such as time-to-fill, candidate pipeline activity, source effectiveness, recruiter productivity, and hiring manager responsiveness.
- Support hiring managers in defining role requirements, evaluating candidates, and making sound hiring decisions.
- Identify and implement opportunities to improve sourcing strategies, job postings, screening processes, interview practices, and communication with candidates.
- Maintain knowledge of employment laws, hiring compliance requirements, and fair hiring practices.
Required Qualifications- Prior experience directly managing employees, including recruiters, recruiting coordinators, or similar team members.
- Demonstrated experience supervising recruiters or managing a recruiting function; candidates with HR Manager experience may be considered if recruiters previously reported to them.
- Strong understanding of the recruitment lifecycle and how recruiting interacts with HR, onboarding, compliance, employee records, and workforce planning.
- Experience using and evaluating ATS and/or HRIS systems.
- Ability to assess recruiting processes, identify gaps, and make practical recommendations for improvement within existing systems.
- Strong leadership, coaching, communication, and follow-up skills.
- Ability to work effectively with hiring managers and influence recruiting-related decisions.
- Strong organizational skills with the ability to manage multiple openings, priorities, and stakeholder expectations.
- Working knowledge of employment laws, equal employment opportunity practices, and compliant hiring processes.
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- Experience improving recruiting workflows, ATS processes, HRIS processes, reporting dashboards, templates, or system integrations.
- Experience in a high-volume, multi-state, field service, construction, technical, or operations-focused recruiting environment preferred.
- Experience building recruiter accountability tools, recruiting reports, or hiring manager service-level expectations.
Key Competencies- People leadership and employee development
- Recruiting operations and process improvement
- ATS/HRIS system knowledge and practical troubleshooting
- Data-driven decision making and recruiting analytics
- Ability to balance strategic planning with hands-on execution.
