Talent Acquisition Manager

Job Description

Job Description

Position Description:

We are seeking a Talent Acquisition Manager who thrives at the intersection of strategy and execution, someone who doesn't just fill roles, but builds the talent engine that powers a scaling company. In this highly visible role, you'll partner closely with leadership to drive full-cycle recruiting across our Sales, Customer Success, and broader support teams: architecting sourcing pipelines before the need is urgent, shaping how candidates experience our brand from first touchpoint to Day 1, and staying two steps ahead of our workforce needs. You bring serious full-cycle recruiting chops, a sharp eye for data, and the kind of sourcing creativity that finds exceptional people others overlook. Most importantly, you believe that who you hire and how you hire them defines the culture and capability of everything a company builds. If you're energized by the challenge of attracting top-tier talent to a product that's transforming an industry, this role was built for you. 

Why Tenna?

At Tenna, we believe the best is right in front of all of us, and that each day holds more potential than the one before. We believe that every new discovery can lead to something better than we thought possible. When we boil it down, the top five qualities that define the Tenna Team are quality-obsessed, gritty, continuous learners, collaborative problem solvers, and just plain awesome. Sound like you? Join us as we empower our customers to control their mixed assets anytime, anywhere, on one comprehensive platform.  Apply now!  

• Design, drive, and continuously improve Tenna’s recruiting strategies to align with growth objectives and workforce planning in partnership with the Director of Human Resources.
• Collaborate with leadership and Hiring Managers to anticipate talent needs and establish proactive sourcing pipelines.
• Analyze external labor market data and internal talent gaps to develop sourcing strategies by function and level.
• Conduct quarterly reviews of hiring needs and adjust the strategy to support seasonal or shifting demand.
• Partners with the Director of Human Resources to identify opportunities for internal mobility and succession-based hiring pipelines.
• Own and optimize the candidate journey from sourcing to onboarding, ensuring every touchpoint reflects Tenna’s core values positively.
• Maintain a clean, organized, and up-to-date ATS, including but not limited to candidate notes, disqualification reasons, job statuses, and tagging, to ensure accurate reporting and compliance.
• Ensure that all recruiting data is clean and auditable. Conduct periodic ATS audits and train stakeholders on best practices for data hygiene as needed.
• Develop structured interview guides, scorecards, and decision-making frameworks to reduce bias and improve consistency.
• Maintain SLAs with hiring managers, facilitate kickoff and debrief sessions, and provide training to ensure best-in-class (consistent and objective) hiring practices.
• Oversee and grow the company’s employer brand through digital campaigns, career site enhancements, and social media content in partnership with the Marketing Team.
• Identify, coordinate, and execute recruiting event attendance, including career fairs, virtual hiring days, university meetups, hackathons, and community initiatives.
• Partner with internal teams to develop branded event materials and promotional strategies.
• Build relationships with external organizations, boot camps, and diversity-focused communities to expand event reach and increase candidate flow.
• Build and maintain a database of high-potential passive candidates through research, networking, and direct sourcing efforts.
• Utilize Boolean search techniques to identify and engage passive candidates through advanced search logic.
• Leverage social media platforms (e.g., LinkedIn, X/Twitter, GitHub, Slack communities) to source talent and promote open roles.
• Engage with niche and industry-specific job boards to attract candidates with specialized skill sets.
• Promote and manage employee referral programs to drive warm leads and expand candidate reach through internal networks.
• Establish a structured CRM process to nurture and revisit top-tier past candidates and alumni for open roles.
• Proactively create and adapt candidate outreach strategies on sourcing platforms to improve engagement and pipeline performance.
• Demonstrate proficiency in sourcing tools and platforms, including LinkedIn Recruiter, Boolean search, job boards, and CRM systems.
• Recommend sourcing budget allocations and tracking the return on investment (ROI) of channels and events.
• Ensure all recruiting activities comply with relevant employment laws, including EEO, OFCCP, and GDPR/CCPA, as applicable.
• Implement equitable job descriptions, interview practices, and scorecards to support inclusive hiring.
• Monitor diversity metrics and proactively address gaps in sourcing and funnel progression to ensure effective recruitment and talent management.

• 7+ years of progressive experience in Human Resources, with demonstrated expertise in full-cycle talent acquisition and recruitment operations.
• 5+ years’ experience leading talent acquisition initiatives for at least 5 years, ideally within a high-growth or fast-paced environment.
• Proven success hiring across technical, corporate, and high-volume roles, with flexibility to adapt sourcing strategies accordingly.
• Proven success in strategic sourcing, candidate evaluation, and stakeholder partnership across multiple functions and levels.
• Hands-on experience using ATS platforms such as Greenhouse, Lever, Workday, or iCIMS to manage workflows, data, and compliance.
• Demonstrated ability to analyze recruiting funnel data and use insights to recommend and implement process improvements.
• Strong experience with Microsoft Suite: Excel, Word, PPT, and Outlook.
• Demonstrated ability to build and sustain effective relationships with internal stakeholders, hiring managers, and external partners.
• Diligent, thorough, and detail-oriented.
• Proven ability to manage confidential and sensitive information.
• Deadline-driven with a strong sense of urgency and accountability to meet business hiring goals.
• Excellent written and verbal communication skills, with the ability to influence and consult across all levels of the organization.
• Experienced in handling confidential and sensitive information with discretion and integrity.
• Self-starter with a service-oriented mindset, capable of adapting to shifting priorities and taking ownership of outcomes.
• Bachelor’s Degree in a business-related major is required or equivalent.

• Full-time opportunity.
• Location: Hybrid - Remote. Reports to New Hope, PA 1-2 days per week.
• Travel is required, up to 10%.
• Competitive compensation packages offered.
• Opportunities for growth and personal development within highly dynamic team.
• Robust, low-cost benefit packages offered.
• Benefit coverage begins the first date of employment.
• Paid Time Off and Volunteer Time Off offered.
• Dependent Care offered.
• 401k match.
• Employee referral bonuses.

As an Equal Opportunity Employer, Tenna is committed to building a diverse team. We welcome different perspectives and opinions to foster innovation, authenticity, and excellence across all parts of our company, and are committed to providing employees with a work environment free of discrimination and harassment.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.