Talent Acquisition Manager

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders.

What This Role Owns

Hiring Strategy & Workforce Planning

• Translate business growth plans into practical hiring strategies

• Forecast talent needs and define hiring priorities by function

• Design scalable hiring processes that support speed and quality

Recruitment Execution & Delivery

• Own end-to-end hiring outcomes across multiple roles and teams

• Ensure consistent, fair, and structured interview processes

• Personally step in to close high-impact or hard-to-fill roles

Stakeholder Partnership

• Act as a trusted hiring advisor to leaders and executives

• Set clear expectations on timelines, role requirements, and market realities

• Push back when roles, processes, or expectations create hiring risk

Team Leadership (if applicable)

• Lead, coach, and develop recruiters or sourcers

• Set performance standards and track recruiting KPIs

• Create accountability for quality, speed, and candidate experience

Candidate Experience & Employer Brand

• Own candidate experience from first touch to offer acceptance

• Ensure communication is timely, transparent, and respectful

• Strengthen employer branding through messaging, process, and feedback

Data, Tools & Continuous Improvement

• Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health)

• Optimize ATS usage, sourcing channels, and interview workflows

• Use data to identify bottlenecks and improve hiring outcomes

What Success Looks Like

• Critical roles are filled on time with high-quality talent

• Hiring managers trust and rely on TA partnership

• Candidates describe the hiring experience as professional and human

• Recruiting processes scale without sacrificing quality

• The company is competitive in the U.S. talent market

Required Experience

• 6+ years in talent acquisition or recruiting

• 2+ years leading or owning hiring programs or teams

• Proven experience hiring for U.S.-based roles

• Strong understanding of U.S. hiring practices and compliance

Core Skills

• Strategic thinking with hands-on execution

• Stakeholder management and influence

• Data-driven decision making

• Clear communication and negotiation

• Ability to operate in fast-changing environments

Nice to Have

• Experience in remote-first or high-growth organizations

• Exposure to technical, corporate, or niche hiring

• Employer branding or recruitment marketing experience

Originally posted on Himalayas