Talent Acquisition Manager

Tiger Tracks · Fully Remote, United States (Eastern-time overlap required) · Reports to the Head of Talent Acquisition, HR & People Operations The short version Tiger Tracks is hiring its second dedicated talent acquisition seat. Today one person runs the entire recruiting function for a 27-person agency that is hiring like a 60-person agency, and the volume has outgrown one set of hands. In August alone we ran 60 candidate screens, booked another 126 across September, and carried 459 applicants on a single requisition. Two of the largest client wins in company history are now in service delivery, which means the seats behind them are not optional. You will own full-cycle recruiting on a defined book of requisitions, end to end, and you will own the communication rhythm that keeps hiring managers and leadership out of the dark. This is not a coordinator role and it is not a sourcing-only role. You run searches. Location is open anywhere in the US. What is not open is the skill set. Read the requirements section closely before applying. We are a fully remote performance marketing agency of roughly 27 people, founded by two former Google leaders. We ranked #123 on the 2025 Inc. 5000. We manage paid media, web, SEO, AEO and GEO for clients spending from $20K to $2M a month, and we are moving upmarket fast into enterprise telecom. The company runs on high autonomy and low ceremony. People here are given real ownership early and are expected to move without being chased. That applies to this seat as much as any other. What you will own Full-cycle requisition ownership. You will carry a book of five to eight active requisitions at a time, from intake through signed offer. On your reqs you own: The intake conversation with the hiring manager, and translating what they say into a written role definition with a real bar, not a wish list The candidate-facing position description Sourcing strategy and execution: boolean search, LinkedIn Recruiter projects, tiered target-company lists, personalized and bulk outreach sequences The job posting, including knockout screening questions, and triage of inbound applicant volume that regularly runs into the hundreds per req First-round screens, and a written candidate brief for every candidate you advance Interview loop logistics: scheduling, interviewer briefs, working exercises, panel prep Offer recommendation, reference checks, and close Declining every candidate who does not move forward, promptly and by name Roles you will recruit for. The book is primarily digital marketing agency roles: Account Manager and Senior Account Manager, paid media (paid search and paid social, dual-channel) Account Coordinator and Account Strategist, paid media Senior specialists in web, CRO, SEO, AEO and GEO Business development and partnerships roles, including enterprise and PE-focused seats Creative and marketing roles Contractors and international contractors, alongside FTE seats You need to be able to hold a real technical conversation with a paid media candidate. If you cannot tell the difference between someone who has genuinely run PMax segmentation and someone who has watched a colleague do it, this role will not work. Communication cadence, as a deliverable. The single biggest failure mode in this function is not sourcing. It is silence. Hiring managers here plan client staffing against our pipeline, so a pipeline they cannot see is a pipeline they cannot plan against. You will own: A written pipeline update to the staffing channel every Monday, Wednesday and Friday, covering every open req with stage counts, named candidates, and what is blocked and on whom A prepared agenda and completed work for the Weekly Staffing Sync every Monday, not passive attendance Every interview invite going out with the resume, the role title, the candidate brief and the interviewer's specific assignment already attached Same-day acknowledgment on hiring manager requests, with a real answer or a stated time you will have one No candidate sitting more than 48 hours without a next step or a status note, ever Agency and vendor management. We work with several recruiting agencies. You will own the day-to-day relationship on your reqs: writing the briefs agencies work from, screening their submissions before they reach a hiring manager, holding them to submission quality, tracking fee terms and refund windows, and flagging invoices for approval. Process and systems hygiene. The recruiting function runs on LinkedIn Recruiter, our own internal recruiting tool, Google Workspace, Slack, Asana and Calendly. You will keep candidate records, applicant ranking workbooks and interview artifacts current and correctly permissioned. Candidate data is confidential and the standard here is strict. What the first 90 days looks like Days 1 to 30. Shadow screens and take over the intake conversation on two reqs. Learn the paid media bar well enough to screen against it independently. Take ownership of the MWF pipeline update and the Monday sync agenda by day 21. Rebuild the interview invite standard so every panelist gets a complete brief without asking. Days 31 to 60. Own five to eight reqs end to end. Own the agency relationships on those reqs. Deliver first offers from searches you ran. Days 61 to 90. Present a written read on where the funnel actually leaks, with the numbers behind it, and a recommendation on what to change. Bring one process improvement live. By day 90 a hiring manager should be able to ask you about any req in your book and get a complete, current answer without you going to look. What we are looking for Required Four or more years of full-cycle recruiting, with at least two of those placing roles at or for digital marketing agencies. We will judge this on your actual employers and the roles you filled, not on a self-reported number Demonstrated ability to run a search without supervision: you have sourced, screened, and closed hires where nobody was checking your work in between Genuine fluency in paid media roles and the ability to screen for real platform depth Written communication that is clear, specific and unprompted. Most of your work product here is writing Comfort with high volume and shifting priorities. Requisitions get added mid-week here, and priorities move when a client signs Sound judgment on confidential information, and instincts about handling candidate and employee data carefully Fully remote working discipline with meaningful Eastern-time overlap What actually makes someone succeed here You close loops without being asked. If something is stuck, you say so before anyone has to come looking You are hungry to learn. This function is being built, not maintained, and you will get exposure to comp banding, offer construction, onboarding and people operations well beyond a standard recruiting scope if you want it You are easy to work with. Hiring managers here are running client accounts on top of interviewing, and you make their part of the process lighter, not heavier You are direct. You tell a hiring manager the bar they set is not hireable at that comp, and you bring the data You would rather own something end to end than be handed tasks Nice to have Experience recruiting for enterprise-scale client engagements or rapid delivery-team ramps Exposure to comp banding, offer construction or HR operations Real working use of AI tools in your own recruiting workflow. We build our own internal tooling and we care about this Why this is a good seat You report directly to the person who built this entire function, and you inherit finished infrastructure rather than a blank page: position description templates, sourcing kits, screening guides, interview scorecards, applicant ranking models and a working agency bench. What you will not inherit is somebody looking over your shoulder. This is the second seat in a function that will keep growing. The person who takes it and runs will be the obvious candidate to lead it. Compensation and benefits Base salary plus a per-placement bonus on hires you own. We will walk through the full structure on the first call. Company-paid medical, dental and vision 401(k) Flexible time off 12 weeks paid parental leave Company-sponsored MacBook Annual company retreat Fully remote #J-18808-Ljbffr Tiger Tracks