Sr. Manager, Talent Acquisition

United Auto Credit Corporation•Fort Worth, TX

3d•Hybrid

About The Position

United Auto Credit is an auto finance company in the middle of a modernization effort, and Talent Acquisition is one of the functions we're rebuilding. We're looking for a Sr. Manager of Talent Acquisition to own and improve how we attract, evaluate, and hire talent — with real authority to redesign processes, make technology decisions, and hold the function to metrics-driven standards. This role is a player-coach. You will personally recruit for key and senior roles while also leading and building the function. We're too small for a strategy-only leader — the right candidate will carry a requisition load alongside their team and be energized by it. You'll inherit a small team, an ATS (Workday) and posting stack (Indeed and LinkedIn) that aren't fully leveraged, and a hiring process that lives largely in Google Sheets. You'll be empowered to change that.

Requirements

7+ years of talent acquisition experience, including full-cycle recruiting
Experience leading process or systems improvements in a recruiting function — not just running requisitions, but changing how recruiting works.
Proven ability to build, improve, and scale recruiting processes and systems
Proficiency with recruiting technology and able to ramp quickly on new platforms
Familiarity with Indeed and LinkedIn expected.
Demonstrated use of AI and automation tools in a recruiting context — or a credible plan for how you'd introduce them here.
Strong analytical instincts. Comfort building and presenting recruiting metrics.
Excellent judgment, direct communication style, and the ability to push for change without creating friction.

Nice To Haves

People leadership experience is preferred but not required — we're open to a strong individual contributor ready to step up.
Experience partnering with revenue-facing functions (Sales, Call Center, Operations) is preferred
auto finance, consumer finance, or financial services industry experience is a plus.
Workday Recruiting experience is a plus.

Responsibilities

Hands-on recruiting: Carry a personal requisition load for priority, high impact and hard-to-fill roles — sourcing, screening, and driving the interview process yourself, not just overseeing it. Expect to recruit alongside the team, not just manage it.
Recruiting strategy and execution: Design and run a full-cycle recruiting function that meets the hiring needs of our two largest internal customers — Sales and Servicing — where headcount directly drives revenue. Balance high-volume requisitions with targeted, specialized hires.
Process and systems overhaul: Evaluate the current recruiting operation end-to-end. Redesign workflows, implement standards, and bring the team off manual tools and onto scalable systems. Make recommendations on tooling, including the use of AI and automation, and drive adoption.
Workday and Indeed Optimization: Partner with HRIS to get the most out of Workday Recruiting, including configuration, reporting, and integration. Improve our posting strategy, applicant management, and spend ROI.
Data and metrics: Stand up a reporting function that gives the business real visibility into time-to-fill, pipeline health, source effectiveness, offer acceptance rates, and quality of hire. Replace one-off Google Sheets with consistent dashboards.
Stakeholder partnership: Build trusted working relationships with hiring managers across Sales, Servicing, Credit & Underwriting and corporate functions. Translate business needs into recruiting plans.
Team leadership: Lead and develop a team of two recruiters. Set expectations, coach for performance, and create a team culture that's responsive, nimble, and data-literate.
Vendor and agency management: Own the relationships with external recruiting partners, job board vendors, and recruiting technology providers.