Sr. Manager, Talent Acquisition

CG Oncology

9d•$160,000 - $180,000•Remote

About The Position

The Sr. Manager of Talent Acquisition at CG Oncology is a hands-on recruiting leader responsible for driving high-quality hiring outcomes across commercial, clinical, and corporate functions in support of the company’s consistent growth and launch readiness. Reporting to the Sr. Director, Talent Acquisition & HR Business Partner, this role leads full-cycle recruiting, targeted sourcing, and hiring process execution while helping embed Performance-Based Hiring practices, structured assessments, and recruiting discipline across the organization. The ideal candidate combines strong recruiting judgment, operational rigor, data-driven decision-making, and stakeholder influence to deliver talent efficiently, improve quality of hire, and ensure excellent candidate and hiring manager experience in a fast-paced biotech environment, and represent the CG culture to candidates and promote CG’s employer value proposition. This role may also manage contract recruitment resources responsible for full-cycle recruiting to support the business needs.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field, or equivalent years of experience
Eight (8) years of progressive talent acquisition experience, preferably within biotech, pharmaceutical, or high-growth environments.
Experience recruiting for commercial, sales, and/or specialized clinical/technical roles.
Prior experience operating at a manager level, with responsibility for driving hiring outcomes across multiple functions.
Strong expertise in full-cycle recruiting, including sourcing, interviewing, and closing candidates.
Proficiency with ATS platforms and recruiting technologies.
Strong understanding of recruiting metrics, analytics, and reporting.
Proven ability to influence and partner with senior leaders and hiring managers.
Strong coaching capability with experience enabling hiring teams to improve hiring quality.
Prior experience managing or mentoring junior team members.
High emotional intelligence with the ability to navigate complex stakeholder environments.

Responsibilities

Partner with the Senior Director of Talent Acquisition & HRBP, enterprise business leaders, and HRBPs to develop and execute recruiting and sourcing strategies aligned with workforce planning and growth objectives.
Lead full-cycle recruiting for critical roles across the enterprise including commercial, field sales, and technical functions, ensuring timely and high-quality hires.
Forecast hiring needs and proactively build pipelines to support current and future talent demands.
Ensure a positive, seamless, and consistent experience for all candidates and hiring managers.
Implement and scale performance-based hiring methodologies and tools, including performance based job descriptions, structured interviews, and evidence-based candidate assessments.
Develop, and ensure consistent use of scorecards and structured interview processes to improve quality-of-hire and reduce bias.
Develop, implement, and continuously refine recruiting workflows and processes to improve efficiency, effectiveness, and candidate experience.
Develop and execute targeted sourcing strategies to identify and engage passive and high-potential candidates.
Build and maintain diverse, high-quality talent pipelines using direct sourcing, referrals, and networking strategies.
Create plans to source candidates from remote regions, especially for commercial roles.
Partner closely with hiring managers to understand role requirements, business priorities, and job success analyses, and KPOs.
Coach and train hiring managers on best-in-class recruiting and interviewing practices.
Serve as a trusted advisor, influencing hiring decisions and ensuring alignment with organizational goals.
Consult with hiring managers to ensure the screening and interview process, balance assessing candidate quality with maintaining a good candidate experience that moves timely and does not create extensive time demands on the interview team.
Track, analyze, and report on recruiting metrics including pipeline health, time-to-fill, and quality-of hire.
Provide data-driven insights and recommendations to improve recruiting performance and outcomes.
Manage ATS and recruiting tools to ensure accurate data capture and streamlined workflows.
Develop data and dashboards to profile and project hiring needs and activities to be reviewed by the ELT to understand and approve the workforce plans and adjustments.
Promote sound hiring practices and ensure diversity of talent and backgrounds across all searches.
Partner with leadership to implement strategies that strengthen talent diversity across the organization while aligning to CG’s culture and values.