Senior Manager, Talent Acquisition

Position Description

The Senior Manager of Talent Acquisition owns the talent acquisition function as a domain — setting standards, driving outcomes, and serving as the authoritative recruiting voice across the organization. In a regulated fintech environment, this role carries a dual mandate: delivering the hiring speed and quality a scaling organization demands, while ensuring that every process — from intake to offer — meets the compliance standards the industry requires.

Duties & Responsibilities

• Manage a portfolio of open requisitions across assigned business units — engineering, product, compliance, risk, sales, and operations — owning the full-cycle process from job brief through offer acceptance and pre-boarding handoff to onboarding
• Conduct structured intake meetings with hiring managers before any sourcing begins: clarify role requirements, competency profiles, level calibration, compensation range, and success criteria — and push back when the brief is unclear, the scope is unrealistic, or the timeline doesn't account for market conditions
• Build and execute proactive sourcing strategies for each requisition: LinkedIn, job boards, referral activation, talent community engagement, and direct outreach — with sourcing channel effectiveness tracked and reported monthly
• Screens, assesses, and advances candidates using structured interview frameworks; facilitates calibrated debrief conversations with hiring teams to ensure bias-mitigated, evidence-based decisions that hold up to scrutiny in a regulated environment
• Own candidate experience at every stage: timely, transparent communication, high-quality final-round experiences regardless of outcome, and a post-offer engagement cadence that reduces withdrawal risk between acceptance and start date
• Partner with the VP of Talent and the Compensation Analyst on all offer construction: no offer is extended without a compensation review that confirms market alignment, internal equity, and band adherence
• Present and close offers with market context — framing the total compensation package relative to what the candidate could expect elsewhere, and managing counter-offer conversations with transparency and discipline
• Track offer acceptance rates and withdrawal patterns; surface trends to the VP of Talent that should inform compensation philosophy, offer timing, or candidate experience improvements
• Serve as the primary day-to-day talent partner for senior hiring managers across assigned business units: proactively sharing market intelligence, flagging pipeline risk before it becomes a delay, and consulting on role design and team structure when growth plans create new hiring demands
• Translate company growth plans into executable hiring roadmaps in partnership with the VP of Talent: role prioritization, sourcing lead times, interview panel configuration, and contingency planning for niche or hard-to-fill positions
• Provide market intelligence on talent availability, compensation benchmarks, and the competitive hiring landscape for fintech roles — particularly in engineering, compliance, and risk functions where the talent market is constrained and moves quickly
• Support workforce planning conversations with HRBPs: contributing recruiter perspective on talent supply, market conditions, and role-level complexity to inform headcount decisions before they become approved requisitions
• Leverage AI-powered recruiting tools to enhance sourcing reach, accelerate candidate screening, and improve pipeline efficiency — while applying human judgment to ensure outputs are accurate, bias-aware, and compliant with Ren's standards

Education & Experience

• 10+ years of talent acquisition experience, with demonstrated progression in scope and complexity across that tenure
• 2–4+ years owning recruiting processes at a functional level — accountable for process quality, standards design, and hiring outcomes across a portfolio of roles, not just personal search delivery
• Demonstrated experience hiring within fintech, SaaS, or regulated financial services environments — with a working understanding of the compliance expectations those environments place on recruiting processes
• Track record of managing high-volume and specialized hiring simultaneously: the ability to maintain quality on complex niche searches without allowing the broader pipeline to degrade is a specific competency this role requires
• Experience scaling recruiting processes in organizations between 300–1,000+ employees, where the informal practices that worked at 150 are being replaced by structured, repeatable systems
• Structured interviewing design and facilitation: this role must be able to teach it, assess it, and hold others accountable for applying it consistently
• DEI best practices in talent acquisition: inclusive sourcing, bias mitigation in assessment, and diverse slate construction — applied as standard practice, not activated only for high-visibility searches
• Recruiting analytics: the ability to build and maintain a metrics framework, read it accurately, and use it to make process decisions rather than justify existing practices
• Compensation fluency: enough market knowledge to participate meaningfully in offer conversations with the Compensation Analyst and to advise hiring managers on candidate positioning before the offer stage
• ATS proficiency and a systems orientation: the instinct to look for technology solutions when manual processes create scale problems, and the discipline to use the system correctly so that data is trustworthy
• AI fluency: baseline familiarity with AI-powered recruiting tools — such as sourcing assistants, resume screening platforms, and candidate engagement automation — and the judgment to use them responsibly, critically evaluate their outputs, and identify where human review is required