Senior Manager, Talent Acquisition

Dealpath•San Francisco, CA

4d•Hybrid

About The Position

Dealpath is looking for a Senior Manager, Talent Acquisition to join our growing team and bring our powerful SaaS platform to institutional investment management firms by building the hiring engine behind the people who build, sell, and support it. This is a senior, hands-on leadership role. You will own Talent Acquisition strategy and execution at Dealpath, personally lead our most critical and senior searches, and lead two contract recruiters. You will report to the VP of People and act as a trusted advisor to the leadership team on hiring.

Requirements

8+ years of recruiting experience, including full-cycle hiring for senior leadership and hard-to-fill roles.
3+ years leading recruiters, contractors, or agency partners, or owning a Talent Acquisition function.
Experience hiring across a mix of go-to-market and technical roles at a growth-stage B2B SaaS company.
Hands-on experience using AI tools in recruiting, with a clear understanding of how to use them appropriately to avoid disparate impact and remain compliant with applicable federal, state, and local laws.
Experience building structured interviewing, scorecards, and applicant tracking system workflows.
Experience managing recruiting vendor and agency relationships and budgets.
Proficiency with recruiting metrics, forecasting, and reporting to executive audiences.
A senior recruiter with a strong track record of sourcing and closing senior and executive talent yourself.
A leader who sets high standards, coaches well, and builds trust with contractors, agency partners, and hiring managers.
A strategic thinker who connects hiring plans to business priorities and makes sound tradeoffs under budget constraints.
A confident communicator who influences executives and is willing to push back when it improves the hire.
Comfortable with data and able to explain what the pipeline is telling you and what to do about it.
Practical and responsible with AI, using it to improve sourcing, screening, and recruiter productivity while keeping human judgment in every hiring decision and watching for bias.
Organized and calm when priorities shift, and able to run many searches at once.
A person of integrity who handles confidential information with discretion and cares about an inclusive process.

Nice To Haves

Greenhouse experience.
Experience hiring in a hybrid or distributed environment across multiple states.
Commercial real estate, PropTech, or financial services hiring experience.
Experience building Talent Acquisition programs in a lean, budget-conscious environment.

Responsibilities

Own Talent Acquisition strategy, operating model, and the annual hiring plan with the VP of People, Finance, and the leadership team, and re-plan quickly as business priorities and budgets change.
Personally lead our most critical searches, including senior leadership, director-level, and hard-to-fill roles across Sales, Customer Success, Product, Engineering, and G&A, staying hands-on in sourcing, screening, and closing for roughly 50% of your time.
Lead and coach the team, currently two contract recruiters, setting clear goals and priorities, balancing workloads across open roles.
Decide when to flex capacity.
Own recruiting vendor and agency strategy, including selection, terms, and spend, and hold partners accountable for results and cost.
Partner with hiring managers and executives on role definition, leveling, job descriptions, interview plans, and scorecards so every search starts with clarity.
Coach interviewers on structured, fair, and consistent evaluation, including how we assess AI fluency, and lead debriefs that lead to confident, evidence-based decisions.
Use AI tools to speed up sourcing, screening, and outreach, and define how they are used across our hiring process, including guardrails, human review of decisions, and regular checks for bias and disparate impact, in partnership with People.
Lead offer strategy and closing conversations with senior and executive candidates, in partnership with the VP of People on compensation.
Own Greenhouse workflows and reporting, and share clear monthly metrics with leadership such as time to fill, time to hire, pipeline conversion, offer acceptance rate, source effectiveness, and cost per hire.
Advise the leadership team on talent market conditions, compensation competitiveness, and hiring tradeoffs.
Create a respectful, inclusive candidate experience and help shape our employer brand with Marketing.