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
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Translate business growth plans into practical hiring strategies
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Forecast talent needs and define hiring priorities by function
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Design scalable hiring processes that support speed and quality
Recruitment Execution & Delivery
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Own end-to-end hiring outcomes across multiple roles and teams
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Ensure consistent, fair, and structured interview processes
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Personally step in to close high-impact or hard-to-fill roles
Stakeholder Partnership
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Act as a trusted hiring advisor to leaders and executives
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Set clear expectations on timelines, role requirements, and market realities
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Push back when roles, processes, or expectations create hiring risk
Team Leadership (if applicable)
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Lead, coach, and develop recruiters or sourcers
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Set performance standards and track recruiting KPIs
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Create accountability for quality, speed, and candidate experience
Candidate Experience & Employer Brand
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Own candidate experience from first touch to offer acceptance
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Ensure communication is timely, transparent, and respectful
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Strengthen employer branding through messaging, process, and feedback
Data, Tools & Continuous Improvement
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Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health)
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Optimize ATS usage, sourcing channels, and interview workflows
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Use data to identify bottlenecks and improve hiring outcomes
What Success Looks Like
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Critical roles are filled on time with high-quality talent
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Hiring managers trust and rely on TA partnership
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Candidates describe the hiring experience as professional and human
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Recruiting processes scale without sacrificing quality
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The company is competitive in the U.S. talent market
Required Experience
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6+ years in talent acquisition or recruiting
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2+ years leading or owning hiring programs or teams
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Proven experience hiring for U.S.-based roles
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Strong understanding of U.S. hiring practices and compliance
Core Skills
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Strategic thinking with hands-on execution
- Stakeholder management and influence
- Data-driven decision making
- Clear communication and negotiation
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Ability to operate in fast-changing environments
Nice to Have
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Experience in remote-first or high-growth organizations
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Exposure to technical, corporate, or niche hiring
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Employer branding or recruitment marketing experience
Originally posted on Himalayas