Talent Acquisition Manager

Work with senior leaders across the business on hiring forecasts, role prioritization and realistic timelines, so recruiting capacity matches the plan and surprises get named early.

Partner with People Operations and HR Analytics to connect recruiting execution to workforce planning and onboarding.

Own talent acquisition operationally, translating the talent strategy you shape with HR leadership into how the team works week to week.

Work with the onboarding team on the handoff from offer to first day, so hiring quality carries through to new-hire success.

Maintain compliance with applicable employment and human rights legislation across all stages of the hiring process.

Champion inclusive, bias-aware hiring practices across the team and hiring managers.

Manage our ATS and recruiting tech stack, and evaluate new tools as needed.

Assess and utilize automation, AI and tool integration where necessary to streamline internal processes and hiring process, without compromising human oversight.

Contribute to employer branding and candidate experience, ensuring every candidate has a consistent, professional experience regardless of outcome.

Manage recruiting vendor relationships (agencies, job boards, assessment tools) and associated budget.

Every role runs through a consistent intake, interview and scorecard process, and hiring managers use it because it works.

Recruiting metrics are accurate enough that senior leaders plan from them without asking whether the numbers are right.

Hiring managers across the business have been trained on structured interviewing, and interviewer consistency has measurably improved.

Pipeline for our repeat-hire roles is built ahead of demand, with sourced candidates making up a meaningful share of hires rather than a rounding error.

5+ years of talent acquisition leadership experience including developing a recruiting team.

A proven track record of building or rebuilding a TA function, rather than inheriting a mature one, including standing up interview frameworks, hiring standards, and recruiting metrics from scratch.

Demonstrated success building top-of-funnel pipeline through sourcing, referrals and talent pooling, and coaching a team to do the same.

Strong command of recruiting data and ATS administration, with the ability to turn messy or unreliable data into clean, trustworthy reporting.

Experience training and influencing hiring managers, including those outside of People/HR, on structured and inclusive interviewing practices.

Comfort operating as an execution and data owner within a broader talent strategy set by others, rather than setting that strategy independently.

Excellent stakeholder management skills and the judgment to prioritize a build-phase roadmap under real hiring pressure.

Experience in a scaling mid-size organization (roughly 200-1000 employees) is an asset.