IT Recruiter

Senior Manager, Talent Acquisition$120,000 - $140,000/ Year DOEWe are hiring a Senior Manager, Talent Acquisition to own and elevate how we attract, assess, and hire exceptional talent. This is first and foremost a hands-on TA leadership role, you will set recruiting strategy, run searches end to end, and raise the bar on candidate and hiring-manager experience across the organization.Just as important, this role calls for a well-rounded People professional. Priorities shift, projects surface, and coverage is occasionally needed elsewhere in HR. The person in this seat is someone who lives in talent day to day but can confidently step into an adjacent People initiative, a comp cycle, an HRIS rollout, an employee-relations matter, an onboarding redesign, lead it or support it, and then return focus to the recruiting desk. We want breadth, not just depth.Talent Acquisition (Primary Focus)Recruiting strategy: Build and execute full-cycle hiring strategy across functions and levels; forecast needs with leadership and translate headcount plans into actionable pipelines.Full-desk execution: Manage requisitions end to end, intake, sourcing, screening, interview design, offer strategy, and close, for key and hard-to-fill roles.Sourcing & pipeline: Develop proactive talent pipelines using Boolean sourcing, referrals, networking, and market mapping; keep warm pools for recurring and critical roles.Hiring-manager partnership: Act as a trusted advisor to hiring leaders, calibrate on scorecards, coach on structured interviewing, and drive alignment and speed.Candidate experience: Own a consistent, high-touch candidate journey that reflects the employer brand from first outreach through onboarding handoff.Process, data & tools: Own the ATS and recruiting workflow; track funnel metrics, time-to-fill, source effectiveness, and quality-of-hire, and use them to improve outcomes.Employer brand: Partner on employer branding, job marketing, and outreach messaging that differentiates the company in a competitive market.Inclusive hiring: Embed equitable, structured, bias-aware practices across sourcing, screening, and selection.Vendor & agency management: Manage external search partners, job boards, and sourcing tools; control spend and hold vendors to results.Team leadership (as applicable): Mentor and, where staffed, lead recruiters/coordinators, setting standards, priorities, and development goals.Broader HR / People Projects (Secondary)While talent is the core of the role, you'll periodically lead or contribute to People projects and provide coverage across HR as business needs evolve. Depending on the cycle and the team's priorities, this may include:HR Business Partner support, partnering with managers on org, performance, and workforce questions.Compensation & offers, supporting comp benchmarking, leveling, and pay-decision processes.HRIS / systems, contributing to HRIS or ATS implementations, integrations, and process design.Onboarding & employee experience, designing or improving onboarding, engagement, and retention initiatives.Employee relations, assisting with sensitive matters and cross-functional coordination.Learning & development, supporting manager enablement, interview training, and talent programs.DEI & culture, advancing initiatives that connect hiring to a broader people strategy.Coverage & special projects, stepping in during transitions, leaves, or peak periods to keep the People function moving.What You BringExperience: 7+ years in talent acquisition/recruiting, including 2+ years leading searches, a team, or a recruiting function.HR breadth: Demonstrated exposure to the wider People function, comp, HRIS, ER, onboarding, or generalist/HRBP work, with the range and judgment to flex into it.Full-cycle mastery: Proven track record filling roles across functions and seniority levels in fast-moving environments.Sourcing skill: Strong Boolean/proactive sourcing ability and comfort building pipelines for niche or hard-to-fill roles.Business partnership: Excellent stakeholder management, you influence hiring leaders and executives and move work forward with autonomy.Data fluency: Comfortable owning an ATS and using recruiting metrics to guide decisions and tell a story.Adaptability: Thrives amid shifting priorities; can lead a search one day and a People project the next without dropping either.Discretion & judgment: Handles confidential and sensitive information with integrity.Nice To HaveSHRM-CP / SHRM-SCP, PHR / SPHR, or AIRS/LinkedIn recruiting certifications.Experience in a high-growth, startup, or multi-site environment.Industry-specific hiring depth (e.g., life sciences, legal, finance/FP&A, or operations).Experience standing up or optimizing recruiting/HR systems and processes.