Talent Acquisition Manager

Evergreen RPO (a division of Park Capital Search) You lead a recruiting team and you're accountable for what it delivers. This is a talent acquisition leadership seat, not an administrative one. You'll manage a team of recruiters, own a hiring plan, and answer for the numbers: time-to-fill, submittal-to-interview ratio, offer acceptance, quality of hire. You'll also carry a small strategic req load yourself, because the best TA leaders don't lose touch with what the market is actually doing. The part of this job that separates people who are good at it from people who aren't: hiring manager partnership. Most hiring failures trace back to a bad intake, an unrealistic scope, or a manager who never got calibrated. You'll set the standard for how your team runs those conversations, and you'll be the one in the room when a search needs to be renegotiated. What you'll own Team leadership. Manage a team of 4 to 8 recruiters. Hiring, onboarding, ramp, coaching, performance management, and career development. Build the bench, don't just staff the desk. Hiring plan delivery. Own an annual hiring plan and the operating cadence that hits it. Forecast capacity, flag risk early, and reallocate before a miss instead of explaining one after. Hiring manager partnership. Run intake and calibration to a consistent standard. Push back with market evidence when a role is scoped past what the market will bear. Build the kind of credibility where managers call you before they open a req, not after. Metrics and operating discipline. Own the funnel. Know your submittal-to-interview ratio, your interview-to-offer conversion, your source mix, and your drop-off points, and know what you're doing about the weakest one. Process and systems. Own workflow design and ATS configuration. Keep the process tight enough to move fast and structured enough to survive an audit. Candidate experience. Set the bar for how candidates are treated through the funnel, including the ones you don't hire. It shows up in acceptance rates. Market intelligence. Keep compensation benchmarks, talent density, and competitive mapping current and usable in a hiring manager conversation. Hard requirements These are gates, not preferences. Applications that don't meet all four will not advance. 4+ years talent acquisition experience , including full-cycle recruiting you personally executed. 1+ years directly managing recruiters. Direct reports, performance conversations, and accountability for their output, not "team lead" in title only. Ownership of a hiring plan at scale. You have been accountable for delivering a defined annual hiring number, not just filling assigned reqs. Hands-on ATS depth. You configure workflows and troubleshoot the system; you don't just work inside someone else's setup. Strongly preferred RPO, embedded, or agency background, with experience delivering against external SLAs for a paying client Experience leading recruiting across multiple functions, sites, or business units at once Track record building a TA function or process from a standing start Depth in one or more sectors we serve: industrials, technology, healthcare, or professional services Comfort presenting hiring performance to VP- and C-level stakeholders Workforce planning, TA analytics, or employer brand experience How we work Our recruiters don't start from a blank search. The MarketSync Talent Engine puts live market mapping, compensation benchmarking, and talent-density data in front of your team before the first outreach goes out, so intake starts with evidence instead of assumptions. The Client Curated Data Center means pipeline compounds instead of resetting. Warm, previously-engaged talent stays accessible across the life of a program rather than evaporating when a req closes. We run both On-Demand and Enterprise engagement models . On-Demand flexes fast and rewards operational discipline. Enterprise runs deep and rewards relationship durability. You'll lead delivery across both. What we’re actually looking for Someone who can tell a hiring manager "that role is unfillable at that comp band, here's the data, here are your three options" and come out of the conversation with more credibility, not less. We're not looking for a manager who manages by dashboard. We're looking for one who knows what every recruiter on their team is working on this week and why. We encourage candidates who meet the majority of these requirements to apply! #J-18808-Ljbffr