Manager, Talent Acquisition

Built Technologies•Nashville, TN

About The Position

Built is seeking a Manager of Talent Acquisition to lead and develop its two Senior Talent Acquisition Partners while managing a recruiting desk. This player-coach role owns hiring delivery, team operations, vendor relationships, and the candidate experience. The manager will handle critical searches, advise leaders on hiring, and build AI-enabled tools and workflows to help a lean team work more quickly and effectively. The role oversees recruiting delivery and team development, including expectations, coaching, feedback, growth paths, pipeline health, recruiting metrics, and candidate experience. The manager also personally recruits for senior, strategic, and hard-to-fill roles and provides additional capacity when needed. The position owns TA operations and vendor management, including the recruiting technology stack, vendor contracts and spend, ATS processes and hygiene, offer approvals, background checks, and reporting. It manages the candidate journey from initial outreach through offer acceptance and Day 1, including a clear handoff to People Operations, which owns the experience from Day 1 forward. The manager serves as the TA compliance liaison and partners with Legal and People Operations on hiring compliance and audit readiness across a multi-state footprint. The role also builds and deploys AI-powered recruiting tools and workflows, calibrates and audits applicant-screening decisions for accuracy and bias, drives AI-tool adoption, and shares effective practices across the People team. Built describes its mission as connecting and simplifying doing business in real estate. Its AI-powered platform supports real estate financing, development, and management. The company states that it partners with more than 350 lenders, over 80,000 borrowers and owners, and thousands of contractors, and powers 86,000 active projects valued at more than $300 billion.

Requirements

5–9 years of full-cycle recruiting experience.
1–3 years of direct people-management experience in a TA function.
Experience recruiting across varied role types and seniority levels in a SaaS or fintech environment.
Proven people-management skills, including developing talent, coaching recruiting craft, giving clear feedback, and retaining strong performers.
Professional experience building solutions with AI tools such as Claude, Claude Code, ChatGPT, or equivalent; the posting identifies this as non-negotiable.
Data-driven approach to recruiting operations, with comfort using TA metrics to improve team and individual performance.
Experience managing TA vendors, including tool evaluation, contract negotiation, and renewal recommendations.
Experience with Greenhouse or a comparable ATS, including configuration and optimization.
Knowledge of hiring-related compliance, including OFCCP, EEO, background-check regulations, and multi-state employment law.
Strong communication and relationship-building skills; ability to earn trust with hiring managers and respect from the team.
Experience in a high-growth SaaS or fintech company.
Ability to influence hiring managers and senior leaders on talent priorities, assessment rigor, and process discipline.
Ability to manage competing priorities and deliver hiring targets, operational milestones, and AI build goals.

Nice To Haves

Familiarity with BrightHire, LinkedIn Recruiter, and AI-powered sourcing tools.
Experience in a high-growth SaaS or fintech environment is required and is also listed here as a preferred qualification in the posting’s broader description of the desired background.

Responsibilities

Lead, coach, and develop two Senior Talent Acquisition Partners; set expectations, provide regular feedback, and create growth paths.
Own recruiting delivery quality across the team, including pipeline health, interview-to-offer ratios, time-to-fill, and candidate experience metrics.
Build a high-performance, accountable team culture that moves quickly, iterates, and maintains high standards.
Maintain a direct recruiting desk for senior, strategic, and hard-to-fill roles; model effective sourcing, assessment, and candidate management.
Provide recruiting backfill and overflow capacity when hiring volume spikes or critical searches require it.
Own the TA technology stack, including Greenhouse, BrightHire, LinkedIn Recruiter, and sourcing or scheduling tools; drive configuration, optimization, adoption, and renewal decisions.
Manage vendor relationships and contracts; evaluate tools, negotiate terms, and hold vendors accountable for service levels and value delivery.
Own ATS hygiene, offer approval workflows, background-check processes, and TA reporting.
Manage TA vendor spend for tools, job boards, agencies, and recruiting events within budget parameters set by the VP, People.
Own the candidate journey from first outreach through offer acceptance and Day 1, maintaining a professional, responsive, human, and fast experience.
Ensure a clean TA-to-onboarding handoff to People Operations, including role-specific context, hiring manager expectations, and candidate background.
Monitor candidate experience data, including survey feedback, offer acceptance rates, and candidate NPS, and drive improvements.
Serve as the TA compliance liaison for OFCCP, EEO, offer letters, background checks, and hiring-related regulatory requirements.
Partner with Legal and People Operations on hiring compliance, employment-law changes, and audit readiness across a multi-state hiring footprint.
Design, test, and deploy AI-powered recruiting tools and workflows, including screening prompts, sourcing automation, candidate evaluation frameworks, debrief preparation, feedback collection, and pipeline analytics.
Reshape TA workflows around AI, and build prompt libraries, agent patterns, and automated checks to scale team output.
Set and refine applicant-screening auto-advance, auto-reject, and human-review thresholds; audit decisions for accuracy and bias.
Drive team adoption of AI sourcing tools and automated scheduling, and determine when AI or human judgment is appropriate.
Share effective AI use cases and practices across the broader People team.
Deliver reliable recruiting processes and measurable improvements to TA processes, tooling, and candidate experience.
Track vendor return on investment and ensure the TA-to-onboarding handoff does not require manual chasing by People Operations.