Talent Acquisition Manager

About Mainspring

Mainspring Energy manufactures and delivers fuel-flexible, low-emissions local power solutions that rapidly add new capacity and deliver reliable, affordable, and sustainable electric power. The company began commercial shipments of its Mainspring Linear Generators in 2020 and today has hundreds of megawatts in advanced development and field operations for leading Fortune 500 companies, data centers, and utilities. Mainspring also partners with global energy leaders including AEP, NextEra Energy Resources, Schneider Electric, and more.

The core values that ground our work, guide our decisions, and connect us together:

• Pragmatic Optimism
• Excellence without Ego
• Proactive Collaboration

About the Role

We are looking for a Talent Acquisition Manager to lead and scale our Talent Acquisition organization as we grow.

This is an opportunity for a recruiting leader who enjoys building—not just maintaining—a TA function. You will lead a team of recruiters and sourcers, improve how we identify and engage talent, build scalable recruiting processes, and help create an organization that can support increasingly ambitious hiring goals.

You will report to the Director of Talent Acquisition and own the day-to-day leadership and operation of the TA function, while partnering with the Director on broader TA strategy and high-level decisions.

This is not primarily a hands-on recruiting role. Instead, you'll be responsible for making the team and the overall recruiting function more effective.

Responsibilities

• Lead, coach, and develop a team of recruiters and sourcers.
• Build an effective operating model between sourcing and recruiting and continuously improve how the team works.
• Develop and improve sourcing strategies for both active and passive candidates, particularly for difficult-to-fill roles.
• Use data and recruiting analytics to understand what is working and identify opportunities to improve.
• Explore practical applications of AI and emerging recruiting technology to improve sourcing, research, outreach, and efficiency.
• Build scalable recruiting processes, screening frameworks, interview rubric templates, and best practices.
• Drive consistent adoption of effective interviewing and candidate assessment practices across the organization.
• Help develop and roll out interviewer training, including behavioural interviewing.
• Partner with business leaders on workforce planning and determine the TA resources needed to support company growth.
• Lead internship and new-grad recruiting programs as they scale.
• Manage recruiting agencies and other external recruiting partners when they are needed.
• Oversee key recruiting operations, including requisition and offer processes.
• Serve as a trusted thought partner to the Director of Talent Acquisition and business leaders, bringing thoughtful analysis, sound judgment, and practical recommendations to recruiting challenges.

Qualifications

We're less concerned with a specific number of years of experience than with what you've demonstrated you can do.

You may come from a traditional corporate TA organization, an agency environment, or another recruiting environment where you've had meaningful responsibility for teams, strategy, or operations. What matters is that you have demonstrated the ability to:

• Lead and develop recruiting professionals.
• Think strategically while translating ideas into practical execution.
• Make sound decisions and exercise strong business judgment.
• Build processes that make teams more effective without creating unnecessary bureaucracy.
• Prioritize effectively and stay organized while managing multiple competing priorities.
• Use data to understand recruiting performance and make better decisions.
• Communicate clearly and confidently with recruiters, hiring managers, and senior leaders.
• Solve problems logically and independently.
• Adapt quickly as priorities and business needs change.
• Create a positive, supportive, and accountable team environment

$153,000 - $210,000 a year

This position is onsite at our Menlo Park HQ. The salary will be adjusted to reflect local market conditions based on employee location as well as the experience of the employee. Along with the base salary, Mainspring offers stock options + benefits.

Does your experience not meet all of our posted requirements? Studies have shown that some people are less likely to apply to positions unless they meet every listed requirement. At Mainspring, we are committed to building a diverse, inclusive, flexible, and collaborative environment, so if you want to help us transition the world to clean and affordable electricity, and don’t meet all posted requirements for a particular role, we’d still love to hear from you. Mainspring can sometimes be flexible enough to shift responsibilities for the right person, or otherwise identify open or upcoming roles that may better fit your professional background.

In more traditional words, Mainspring Energy, Inc is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

This compensation and benefits information is based on Mainspring Energy's estimate as of the date of publication and may be modified in the future. We generally do not negotiate on salary once we have made an offer. The level of pay within the range will depend on a variety of job-related factors that may include location, relevant prior experience and/or education, or particular skills and expertise. New hires joining the company tend to be paid within the starting base pay range noted above, with opportunities to increase pay over time based on development of additional skills, competencies, and company-specific knowledge.