Talent Acquisition Manager

Position summary

The Talent Acquisition Manager will translate approved hiring plans into focused searches and clear candidate experiences. Reporting to the Director of People & Culture, you will work with hiring managers to define what each role must deliver, where to find relevant experience and how to evaluate candidates fairly. The initial remit includes specialized software hiring as well as corporate and commercial roles.

This is a hands-on recruiting position covering sourcing, process design and coordination through an approved offer. You will help managers distinguish demonstrated capability from impressive language, including for roles using AI tools. Recruitment reporting should explain where searches are progressing, where they are blocked and what changes would improve the quality of decisions.

Responsibilities

• Hold hiring intake meetings to confirm approved scope, compensation parameters and evaluation criteria for each search.
• Develop sourcing plans using relevant professional communities, referrals and direct outreach.
• Review applications and conduct structured screening discussions tied to the role’s requirements.
• Coordinate interviews and practical assessments with managers, keeping assignments proportionate and job-relevant.
• Maintain accurate candidate stages, feedback records and communication in the recruitment system.
• Support offer preparation within approved terms and coordinate the handoff to People Operations.
• Report recruitment progress, bottlenecks and candidate feedback to the People & Culture director.
• Review recruiting vendors and channels for demonstrated value, appropriate record handling and budget alignment.

Required qualifications

• Experience managing recruitment from intake through offer across more than one professional discipline.
• Ability to source candidates directly and conduct useful, structured screening conversations.
• Experience advising hiring managers on evaluation criteria and interview decisions.
• Organized candidate communication and careful handling of personal information.
• Ability to use recruitment systems and reporting to identify practical process improvements.

Preferred qualifications

• Experience recruiting software engineers, product specialists or other hard-to-fill technical roles.
• Experience supporting rapid hiring growth while preserving consistent candidate communication.
• Familiarity with media, advertising or multi-business organizations.

Measures of success

• Searches begin with clear requirements, approved terms and a realistic sourcing plan.
• Candidates receive timely communication and managers provide usable interview feedback.
• Hiring decisions are supported by evidence against agreed role criteria.
• Recruitment reporting identifies actionable delays and the effectiveness of sourcing channels.

First 90 days

Review the approved hiring roadmap and meet the managers with the most urgent needs. Audit candidate handling and establish intake, screening and interview templates. Launch prioritized searches, create a dependable reporting cadence and use early candidate feedback to refine requirements or outreach. Document the offer and onboarding handoff with People Operations.

Compensation

Proposed annual base salary of $85,000–$115,000 USD. The final offer will reflect relevant experience, qualifications and the agreed scope of the position, subject to approval. This range covers base pay only; any incentive compensation or benefits would be specified separately in an employment offer.

What to include in your application

Share an example of a difficult search you managed, including how you clarified requirements, reached qualified candidates and improved the hiring team’s decision process.