Talent Acquisition Manager

About Us At Hiya, we're making calls safe, useful, and human again. Voice is the most human form of communication, yet it's become one of the least trusted. Spam, scams, and AI manipulation have eroded what was once a simple way to connect. Hiya is changing that. Each month our AI voice technology analyzes 28+ billion calls, protecting over 550 million users and 800+ businesses worldwide. Partnering with a growing global network including AT&T, Samsung, British Telecom EE, Rogers, MasOrange, Bell Canada, MasMovil, and Virgin Media O2, we're not just stopping bad actors, we're helping people feel good and confident about picking up the phone again. This is a pivotal moment for voice. As new threats and technologies accelerate, so does demand for trusted voice communication. Hiya is growing 40%+ year over year, expanding globally, and defining what voice becomes next. Join us. You won't just work on what voice is today, you'll shape what it becomes tomorrow: smarter, safer, and genuinely worth answering again. About the Role Hiya is seeking a proactive, AI-forward Talent Acquisition Manager to lead and evolve our Talent Acquisition function. This role combines strategic leadership with hands‑on recruiting execution and will be responsible for driving hiring efforts primarily across North and South America while helping create scalable, unified recruiting processes globally. You will manage a small but high‑impact team, oversee our global internship program, and partner closely with leaders across the business to improve hiring effectiveness, candidate experience, and recruiting operations as Hiya continues to grow. This is a player‑coach role ideal for someone who enjoys balancing leadership, operational excellence, employer branding, and direct recruiting ownership — especially within technical hiring environments. This role is designed for someone who thrives in ambiguity, moves with urgency, holds an uncompromising talent bar, and is energized by building while operating at high intensity. You should be equally comfortable influencing executives, personally closing critical hires, improving processes in real time, and leveraging AI to materially improve business efficiency and hiring outcomes. If you prefer highly defined processes, slower decision‑making environments, or incremental change, this role will likely not be a fit. What You’ll Do Global Talent Acquisition Leadership You’ll personally carry a requisition load across technical and hard‑to‑fill roles. This isn’t a role where you hand off and review. Execution is part of the job description, not a stopgap. Lead and develop a lean team of TA Specialists/Partners while fostering a high‑performance, collaborative, and candidate‑centric culture. Own recruiting strategy and execution primarily for North and South America while supporting global hiring initiatives. Partner with global Talent Acquisition partners to assess team bandwidth, align on hiring priorities, and coordinate how requisition workload can be shared or distributed across regions and teams. This role also serves as a key international support resource for the broader Talent Acquisition function, helping ensure coverage, collaboration, and operational continuity across global hiring efforts. Drive operational consistency by building scalable, unified, global recruiting processes and best practices that enhance the candidate experience and enable the business to efficiently identify and attract top talent. Partner with hiring managers and leadership to develop hiring plans aligned with business priorities and growth goals. Coach and support the recruiting team on prioritization, execution, and candidate management. Recruiting Operations & Insights Help the Talent Acquisition team effectively leverage recruiting tools, automation, and AI capabilities to improve sourcing effectiveness, track hiring progress, monitor funnel health, and drive data‑informed hiring decisions. Use recruiting data and pipeline metrics to improve hiring efficiency, candidate experience, and overall recruiting effectiveness. Partner with the VP of People to continuously improve recruiting workflows, reporting, and talent acquisition processes. Partner cross‑functionally to deliver a seamless global onboarding experience from offer acceptance through the first week, ensuring new hires feel welcomed, connected, and set up for success from day one. Employer Brand & Internship Program Lead and evolve Hiya’s global employer branding initiatives to strengthen market visibility and candidate engagement. Manage and expand Hiya’s global internship program, including university partnerships, intern experience, and program structure. Help position Hiya as an employer of choice within competitive technical talent markets. Recruiting Technology & AI Innovation Partner closely with the VP of People to continuously evaluate, optimize, and evolve Hiya’s talent acquisition tech stack by staying current on AI advancements and emerging hiring technologies that improve sourcing effectiveness, workflow efficiency, and candidate engagement. Act as an AI‑forward leader and steward, championing thoughtful adoption of emerging tools, technologies, and workflows while helping raise the overall level of AI fluency across the business by ensuring incoming talent demonstrates strong AI capability, curiosity, and responsible usage practices. What We’re Looking For 6+ years of talent acquisition experience in AI or high‑growth/startup tech company, including experience managing recruiters or recruiting teams. Experience partnering with senior leaders and influencing hiring while upholding the company's high hiring standards and providing an executive‑level perspective on candidates and hires. Strong technical Talent Acquisition experience, with a proven ability to operate effectively as both a strategic partner and hands‑on individual contributor while consistently maintaining an exceptionally high talent bar in fast‑paced, high‑growth environments. Track record of building or improving recruiting processes and workflows in a growing organization. Experience building, deploying, or leveraging AI agents or AI‑driven solutions that demonstrably improve operational efficiency is strongly preferred. Comfortable using recruiting metrics and data to guide prioritization, improve hiring outcomes, and communicate progress to stakeholders. Experience with Ashby or AI native ATS platform required; familiarity with Juicebox, LinkedIn Recruiter, Metaview and other AI‑enabled recruiting tools. Deep understanding of how to thoughtfully apply AI and automation within Talent Acquisition workflows, including awareness of human behavior, decision‑making, accountability, and bias considerations, to improve business efficiency and outcomes while maintaining/raising candidate quality and hiring standards. How We Work Hiya is not a passive environment. We expect people to take ownership, form opinions, and engage directly with hard problems. We work with a high degree of transparency and autonomy . Context is shared openly, and decisions are discussed, challenged, and then made. Once a call is made, we commit and move forward. You’ll be expected to work through ambiguity, weigh tradeoffs, and take responsibility for results—while keeping a high bar for quality and customer trust. Every team member at Hiya is expected to live our core values: Serve, our customers and partners by holding a high bar for trust and quality. Own, share in success and open up to failures. Lead, listen, show up with a point of view but commit entirely once a decision has been made. Improve, even if it means changing course or contradicting ourselves. Do, rather than observe. Our Interview Process Process Overview Our standard interview process follows this sequence: Initial Screen: We confirm baseline alignment, role interest, relevant experience, and logistics. Hiring Manager (HM) Screen: We evaluate role fit, expectations, and execution readiness. Take Home Working Assignment: You’ll complete a take‑home, role‑relevant assignment designed to reflect the kind of work you would do at Hiya. The assignment focuses on how you think, prioritize, and explain your approach. You’ll review your work and discuss your reasoning with the interview panel. Onsite Interview Loop: Each interviewer focuses on specific competencies, evaluating how you make decisions, navigate tradeoffs, and collaborate in real time. Future Hiya Value Interview: An independent conversation focused on your long‑term potential, judgment under ambiguity, and ability to create sustained value as scope and complexity increase. Reference Check: As a final step, we connect with 2–3 past supervisors to gain additional perspective on your experience and working style, and to further understand how you align with Hiya’s values. How We Invest in You Compensation & Ownership Base Salary: $135,000-$190,000 Compensation is determined by role scope, skills, experience, location, and market data. Equity Compensation: ownership aligned with your impact and the company's growth. Benefits & Support Employer‑sponsored Insurance Medical, dental, and vision (PPO & HDHP); 50% dependent coverage. Health, flexible spending, and dependent care accounts. Life, AD&D, and accident coverage, with company‑paid life and long‑term disability. 401(k) with 3% company match (via Fidelity). Flexible vacation policy and paid company holidays. Paid parental leave. Work‑from‑home equipment stipend. $1,000 annually to invest in your learning and growth. $1,000/year in charitable donation matching. Team lunch 3x per week. This position is based in Seattle, WA, USA. We are building a team with a variety of perspectives, identities, and professional experiences. We evaluate great candidates through a business lens and we strongly believe that diversity and unique perspectives make our company stronger, more dynamic, and a great place to build a career. Our team has won various awards over the last 4 years from Built‑in Seattle and Seattle Business Week to #86 on Deloitte Technology Fast 500 and Forbes #1 Startup Employer. Here at Hiya, we are a people‑centric company focusing on helping each and every one of our employees grow both personally and professionally. We feel that creating a team culture of support and empowerment to challenge the status quo results in an energized and passionate team that is continuously challenged and passionate about the work they are doing. You’ll love working here if you are looking for an innovative challenge that is disrupting an industry. Come join us! #J-18808-Ljbffr