Senior Manager, Talent Acquisition

COMTECH TELECOMMUNICATIONS Job Title: Senior Manager, Talent Acquisition Department: People Operations Reports To: Chief People Officer Revision Date: September 28, 2026 FLSA: Exempt Location: Broomfield, CO Preferred Level: M3 Salary: $130,000 - $150,000 USD Company Overview: At Comtech Telecommunications Corp, in the Allerium business segment, every connection counts. With roughly 700 employees, we design, deploy, and operate the mission-critical communications infrastructure that public safety agencies and emergency responders depend on every minute of every day. Comtech Allerium is powering Next Generation 911 and carrier emergency services across North America. We are helping shape the future of emergency communications — making it more resilient, scalable, intelligent, and accessible. If you're looking for work that combines meaningful impact, complex challenges, and the opportunity to build technology people genuinely depend on, there's a place for you at Comtech Allerium. For more on Allerium, please go to Purpose: The Senior Manager, Talent Acquisition is responsible for leading and optimizing the organization's talent acquisition strategy, processes, systems, and recruiting operations. This is a hands‑on leadership role that combines strategic workforce planning with direct involvement in recruiting, sourcing, talent technology, analytics, and process improvement. This position partners closely with business leaders and People Operations to develop annual and ongoing headcount plans, translate business needs into effective recruiting strategies, and ensure the organization has the talent needed to support current and future business objectives. The Senior Manager will also serve as the primary administrator and business owner of the organization’s applicant tracking/recruiting system, with responsibility for system configuration, data integrity, workflow optimization, reporting, and user adoption. A key focus of the role will be identifying and implementing AI and automation opportunities to improve recruiting efficiency, candidate experience, hiring‑manager effectiveness, and data‑driven decision making. The ideal candidate is a strategic thinker who is equally comfortable advising an executive on workforce needs, building a recruiting report, troubleshooting an ATS workflow, sourcing a hard‑to‑fill candidate, or personally managing a critical requisition. Responsibilities: Talent Acquisition Strategy & Workforce Planning Partner with business leaders and People Operations to develop annual headcount projections and workforce plans aligned with business objectives, budgets, organizational priorities, and anticipated talent needs. Establish and maintain a consistent process for identifying planned hires, backfills, new positions, and anticipated turnover. Translate headcount plans into recruiting forecasts, hiring priorities, timelines, and resource requirements. Provide guidance regarding talent availability, recruiting challenges, market conditions, and anticipated time‑to‑fill. Monitor hiring activity against approved headcount plans and identify trends, risks, or gaps requiring leadership attention. Hands‑On Recruiting & Talent Acquisition Personally manage and/or support high‑priority, executive, technical, specialized, or difficult‑to‑fill positions. Assist recruiters and hiring managers with requisition development, job postings, sourcing strategies, candidate pipelines, interview processes, and offer strategy. Develop creative sourcing strategies to identify passive and hard‑to‑find talent. Provide hands‑on sourcing and recruiting support during periods of high hiring volume or when specialized expertise is required. Coach hiring managers on effective interviewing, candidate assessment, selection, and recruiting practices. Ensure consistent, professional, and positive candidate experience throughout the recruiting process. Monitor recruiting activity to ensure positions move efficiently through the hiring process and identify bottlenecks. Recruiting Technology & ATS Administration Serve as the primary administrator and business owner of the organization’s recruiting/Applicant Tracking System (ATS). Including managing system configuration, workflows, requisition processes, user access, templates, integrations, and recruiting‑related system functionality. Evaluate recruiting technology and recommend enhancements, tools, and integrations that improve Talent Acquisition capabilities. AI, Automation & Process Improvement Identify opportunities to leverage AI, automation, and emerging recruiting technologies to improve Talent Acquisition processes. Lead the evaluation and implementation of AI‑enabled tools for activities such as sourcing, candidate engagement, scheduling, communications, job disclosures, recruiting administration, and reporting. Recruiting Analytics & Reporting Develop and maintain Talent Acquisition metrics, dashboards, and reporting for People Operations and business leadership. Provide regular reporting on key recruiting metrics. Analyze recruiting data to identify trends, bottlenecks, opportunities, and potential risks. Provide leaders with actionable insights rather than simply reporting data. Establish meaningful Talent Acquisition KPIs and continuously improve reporting capabilities. Process, Policy & Compliance Develop, document, and continuously improve Talent Acquisition processes and standard operating procedures. Ensure recruiting practices are consistent across departments and locations and ensure appropriate documentation and data integrity is maintained throughout the process. Partner with People Operations to support compliance with applicable employment and recruiting requirements. Identify process risks and recommend improvements to increase consistency, efficiency, and compliance. Leadership & Cross‑Functional Partnership Serve as a trusted Talent Acquisition advisor to business leaders, executives and People Operations. Build strong relationships with hiring managers and provide consultation throughout the recruiting lifecycle. Lead, mentor, and develop Talent Acquisition team members, as applicable. Establish a culture of accountability, responsiveness, collaboration, and continuous improvement within Talent Acquisition. Requirements: 7+ years of progressive Talent Acquisition/recruiting experience, including experience of at least 2+ years leading recruiting programs, teams, and significant recruiting operations. Ability to partner with business leaders on workforce planning and headcount forecasting and provide guidance on best practices. Strong hands‑on recruiting and sourcing experience, including the ability to personally manage challenging searches. Experience administering and optimizing an Applicant Tracking System (ATS) or recruiting technology platform. Strong understanding of recruiting metrics, analytics, and Talent Acquisition reporting. Ability to collect and analyze data to identify recruiting trends and improve hiring outcomes. Experience implementing recruiting technology, automation, or AI solutions. Strong understanding of full‑cycle recruiting processes and best practices. Excellent communication, negotiating, consulting, and relationship‑building skills. Strong project management and organizational skills with the ability to manage multiple priorities in a fast‑paced environment. Ability to operate effectively at both a strategic and highly tactical level. Proficiency in Microsoft Excel, including VLOOKUP/XLOOKUP, PivotTables, and conditional formatting. Experience supporting technology, SaaS, engineering, cybersecurity, public safety, or other technical organizations. Experience with high‑volume and/or highly specialized technical recruiting. Experience implementing AI or automation within Talent Acquisition. Experience building recruiting dashboards using ATS or business intelligence tools. Experience with workforce planning, organizational design, or annual operating planning. Experience managing or mentoring recruiters or Talent Acquisition professionals. Knowledge of employment and recruiting compliance requirements across multiple jurisdictions. Education: Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience. This position requires compliance with Comtech's Drug-Free Workplace Program. Candidates must successfully complete a pre‑employment drug screening as a condition of hire. Employees may be subject to random, reasonable suspicion, and post‑incident testing. Illegal drug use — including marijuana, regardless of state law — is disqualified under federal adjudicative guidelines and DoD DFARS requirements. The pay range reflects the expected base salary for this position. Final compensation will be based on role, level, skills, experience, and geographic location. Comtech Telecommunications Corp. is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability protected veteran status or other characteristics protected by law. #J-18808-Ljbffr