Senior Manager, Talent Acquisition

Job Summary

Collectors is seeking a recruiting leader to drive the evolution, scaling and ongoing management of our Grading, Operations & High-Volume Recruiting function at a pivotal moment of company growth. The ideal candidate will lead the end-to-end infrastructure, strategy, and recruiting team.

Responsibilities

• Lead Recruiting Strategy Domestically & Internationally
• Own and scale a high-volume hiring engine delivering 500+ hires annually across production operations, grading & authentication, and core evergreen roles—encompassing both full-time employees and contingent workforce
• Work in partnership with our Senior People Operations Program Manager & Contingent Worker Program Manager to rebuild workflows and processes from the ground up to optimize speed, quality, and candidate experience at scale
• Ensure we have the right overall strategy and processes for contingent workforce hiring
• Build a “perpetual motion” talent pipeline—implementing always-on sourcing strategies, campus and community partnerships, and innovative programs that shift the function from reactive to proactive
• Develop and execute international recruiting strategy, working alongside local recruiters and Country managers to design scalable hiring infrastructure that supports the business across global sites as Collectors continues to expand
• Lead hiring enablement for new markets and expansion efforts—standing up processes and infrastructure before transitioning to local teams
• Identify and implement tools, technologies, and automation to increase efficiency and effectiveness without compromising candidate quality

Data, Reporting & Capacity Planning

• Work in partnership with our Total Rewards & finance team teams to: Build and manage the reporting infrastructure across all staffing pipelines—creating real-time visibility into performance, capacity, risk, and ROI for senior leadership and key stakeholders
• Ensure capacity models enable proactive workforce planning and allow business partners to make informed, forward-looking staffing decisions
• Establish KPIs and evolve recruiting metrics frameworks; use data to drive continuous improvement, team accountability, and investment decision
• Serve as a trusted analytics resource to executive leadership, delivering clear, actionable reporting and insight

Executive Stakeholder & Vendor Management

• Partner at the executive level with senior business leaders across Operations, Finance, and HR to forecast hiring needs and align staffing strategies with company priorities
• Manage and optimize external staffing vendor relationships, evaluating partners on quality, speed, and cost; partner with the Contingent Workforce Program Manager on vendor strategy

Team Leadership

• Lead, mentor, and develop a team of 5–7 Recruiters and 3 Candidate Experience Leads—building a high-accountability, execution-focused culture where great people want to do their best work
• Set clear performance expectations, provide ongoing coaching and feedback, and foster a data-driven, candidate-first environment
• Model operational excellence across all hiring workflows: compliance, documentation, and systems usage