Manager, Talent Acquisition, Corporate Functions

Nscale•Seattle, WA

1d•$180,000 - $230,000

About The Position

Nscale is seeking a Talent Acquisition Manager with deep expertise in corporate functions recruitment to lead end-to-end hiring for critical functions. This role reports into the Director, Talent Acquisition, Corporate Functions. The manager will act as a strategic partner to senior leaders across People, Finance, Legal, and corporate teams, owning hiring plans, market mapping, and delivery for senior and specialist roles. This is a hands-on role where the individual will personally manage high-impact searches, collaborate closely with hiring leaders, use data and market insights to influence decisions, and contribute to establishing a high hiring bar for Corporate Functions.

Requirements

8+ years of recruiting experience, with substantial depth in corporate functions hiring.
Proven track record recruiting across a range of seniorities, including leadership roles.
Strong stakeholder management, with the ability to influence and challenge senior leaders constructively while building trusted partnerships.
Demonstrated sourcing capability (market mapping, outreach strategy, talent research) and comfort operating in competitive markets.
High bar for quality and process where structured interviewing, evidence-based decisioning and strong candidate experience are paramount.
Experience recruiting in high-growth tech, infrastructure, or regulated environments.
Familiarity hiring across AMER and navigating location, compliance, and compensation complexity.
Comfort partnering on compensation/leveling discussions and advising on market benchmarks.

Responsibilities

Own hiring delivery for corporate functions (e.g. People, Finance, Legal, Corp Strategy).
Run full-cycle recruiting from intake, calibration, sourcing strategy, assessment design, interview process, offer management and closing.
Bring market intelligence on talent - including compensation trends, competitor mapping and realistic time-to-fill expectations.
Develop pipelines for recurring and hard-to-fill profiles across corporate teams.
Improve structured interviewing and selection quality (clear competencies, calibrated scorecards, consistent debriefs).
Ensure an exceptional candidate experience - timely, transparent and high-touch where needed.