Talent Acquisition Manager

About The Role

We're looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes. This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You'll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals. You'll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We're looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.
• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.
• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.
• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.
• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

Pay

US Pay Range $158,000—$197,000 USD

What We Offer

• An inclusive, flexible environment where you can be your authentic self.
• A competitive total compensation package including base salary, equity incentive plan, and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period for health, vision, dental, and more for you and your family.
• Remote first company with corporate co-working program access (WeWork or similar spaces).
• Employer-funded retirement contributions with dollar-for-dollar match up to 0.75% of eligible compensation.
• Annual company retreat, team off-sites, and intentional in-person collaboration opportunities across Canada, the United States, the United Kingdom, and Singapore.
• $1,500 USD annually for professional development plus mentorship, coaching, and internal promotion opportunities.
• Flexible paid time off program.
• Choice of company-owned laptop (Mac or PC), monthly home internet reimbursement, and $500 USD workstation setup.
• Paid parental leave program (20 weeks for birthing parents, 16 weeks for non-birthing parents).