Talent Acquisition Manager

Talent Acquisition ManagerRequired Skills & Experience:Minimum 3-5 years of full-cycle recruiting experience, ideally within a small or growing professional services or government contracting organization. Demonstrated experience proactively sourcing and building candidate pipelines (not solely reliant on job boards), using tools such as LinkedIn Recruiter or comparable sourcing platforms. Strong negotiation skills with a track record of successfully closing offers. Experience selecting, implementing, or administering an applicant tracking system (ATS) or HRIS-integrated recruiting module. Excellent relationship-building and communication skills across all levels of an organization. Working knowledge of employment law and compliance fundamentals as they relate to recruiting and hiring. Bachelor's degree preferred; SHRM-CP or similar HR certification a plus.Job Description:Our client is seeking a Talent Acquisition Manager to own end-to-end recruiting for the firm as it continues to grow across its delivery, growth, and corporate functions. This role will build and maintain a proactive talent pipeline, lead offer negotiations, and select and manage the recruiting systems and processes that support hiring across the organization. The Talent Acquisition Manager will partner closely with hiring managers and firm leadership to translate open roles into strong, timely hires, and will work with the People & Culture function to ensure a smooth handoff into onboarding.Responsibilities:Manage full-cycle recruiting for open roles across the organization, from intake through offer acceptanceProactively build and maintain a pipeline of qualified candidates and passive talent relationships ahead of anticipated hiring needs, rather than relying solely on reactive job postingsDevelop and maintain relationships with relevant professional networks, associations, and referral sources to support ongoing sourcingPartner with hiring managers to define role requirements, evaluation criteria, and interview processes for each searchOwn the firm's recruiting systems and evaluate opportunities to consolidate or upgrade current tools (e.g., moving from standalone job-board postings to a more integrated applicant tracking system)Maintain accurate, up-to-date requisition and candidate records within the recruiting system of recordTrack recruiting metrics such as time-to-fill, source of hire, and pipeline health, and report on them regularly to leadershipContinuously improve recruiting workflows, templates, and job description standards across the organizationTargeting $85-110K base salary