Talent Acquisition Manager

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders. What This Role Owns Hiring Strategy & Workforce Planning • Translate business growth plans into practical hiring strategies • Forecast talent needs and define hiring priorities by function • Design scalable hiring processes that support speed and quality Recruitment Execution & Delivery • Own end-to-end hiring outcomes across multiple roles and teams • Ensure consistent, fair, and structured interview processes • Personally step in to close high-impact or hard-to-fill roles Stakeholder Partnership • Act as a trusted hiring advisor to leaders and executives • Set clear expectations on timelines, role requirements, and market realities • Push back when roles, processes, or expectations create hiring risk Team Leadership (if applicable) • Lead, coach, and develop recruiters or sourcers • Set performance standards and track recruiting KPIs • Create accountability for quality, speed, and candidate experience Candidate Experience & Employer Brand • Own candidate experience from first touch to offer acceptance • Ensure communication is timely, transparent, and respectful • Strengthen employer branding through messaging, process, and feedback Data, Tools & Continuous Improvement • Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health) • Optimize ATS usage, sourcing channels, and interview workflows • Use data to identify bottlenecks and improve hiring outcomes What Success Looks Like • Critical roles are filled on time with high-quality talent • Hiring managers trust and rely on TA partnership • Candidates describe the hiring experience as professional and human • Recruiting processes scale without sacrificing quality • The company is competitive in the U.S. talent market Required Experience • 6+ years in talent acquisition or recruiting • 2+ years leading or owning hiring programs or teams • Proven experience hiring for U.S.-based roles • Strong understanding of U.S. hiring practices and compliance Core Skills • Strategic thinking with hands-on execution • Stakeholder management and influence • Data-driven decision making • Clear communication and negotiation • Ability to operate in fast-changing environments Nice to Have • Experience in remote-first or high-growth organizations • Exposure to technical, corporate, or niche hiring • Employer branding or recruitment marketing experience Originally posted on Himalayas Talent-Acquisition-Manager, Recruiter, Technical-Recruiter, Recruitment-Manager, HR-Manager, HR-Manager-Talent-Acquisition, Talent-Acquisition-Operations-Manager, Talent-Acquisition-Services-Manager