Senior Manager, Talent Acquisition

Nex•San Jose, CA

25d•$175,000 - $200,000•Hybrid

About The Position

Nex is seeking a Senior Manager, Talent Acquisition to lead its US Talent Acquisition team as the company grows. This hands-on leadership role drives how Nex finds, engages, and hires talent across technical and non-technical functions, including GTM, Creative, and G&A. The role partners with business leaders on talent strategy and workforce planning, uses data to inform hiring decisions, and builds a high-performing team and recruiting operation that can scale with the business. The role is approximately 60% hands-on recruiting and 40% people leadership, with the balance expected to shift toward leadership as Nex scales. The Senior Manager will lead the team’s day-to-day work, develop recruiters, maintain consistent hiring standards, and personally lead complex technical, GTM, G&A, and executive searches. The position is based in San Jose, California, with a hybrid work arrangement. Occasional travel may be required depending on business needs, and collaboration across time zones may be expected. Nex offers a competitive compensation package, flexible working hours and vacation policy, a product-driven culture that values talent and individual growth, and hands-on experience with emerging technologies in gaming. The annual salary range is USD 175,000–200,000; final base salary depends on job-related factors.

Requirements

8–10+ years of recruiting experience, including at least 3–5 years managing and growing recruiting teams at a rapidly growing company.
Proven experience leading complex executive, senior-level, and hard-to-fill searches across technical, GTM, Creative, and G&A functions.
Hands-on experience designing sourcing and talent attraction programs from the ground up.
Fluency in employer brand, recruitment marketing, and modern recruiting technology, including LinkedIn Recruiter, ATS/CRM platforms, and AI-powered sourcing tools.
Ability to use recruiting data to assess effectiveness, anticipate hiring demand, and provide clear, actionable recommendations to leadership.
Strong ability to influence senior leaders, build credibility quickly, give candid advice, and challenge hiring decisions when appropriate.
Understanding of US recruiting compliance and experience partnering with People, Legal, and other stakeholders.
Comfort with fast-changing priorities and ambiguity, and willingness to take a hands-on approach.

Responsibilities

Recruit for executive, senior leadership, and hard-to-fill roles across technical, GTM, and G&A functions, from market mapping through closing.
Lead the day-to-day operations of the US Talent Acquisition team, aligning recruiting priorities, resources, and capacity with changing business needs.
Coach, develop, and grow recruiters; set goals, drive accountability, and strengthen their business acumen and influencing skills while fostering ownership and continuous learning.
Deliver quarterly and annual hiring targets and build proactive pipelines for critical and hard-to-fill roles.
Own talent attraction strategy, using competitive intelligence, market research, targeted sourcing, and activations to build pipelines in competitive markets.
Advise hiring managers and business leaders on talent availability, market conditions, compensation expectations, and hiring approaches.
Challenge hiring assumptions and influence role requirements, leveling, interview processes, and candidate selection.
Use data to identify talent trends, benchmark against competitors, evaluate sourcing channels, and flag hiring risks and bottlenecks.