Talent Acquisition and Employee Engagement Manager

Amira Learning

1d•Remote

About The Position

Amira is hiring a remote, full-time Talent Acquisition and Employee Engagement Manager to own how the company attracts, hires, retains, and supports its people. The role will build a scalable hiring engine, develop retention strategies, and support employee operations that keep the employee experience smooth and compliant. The manager reports to the Chief Operating Officer and partners with the executive team and hiring managers across Engineering, AI/Data Science, Product, Learning Science, Sales, Marketing, and Customer Success. The role leads a small team of contracted recruiters and manages vendor relationships. The position oversees end-to-end recruiting, including workforce planning, talent pipelines, structured and fair interviews, the Predictive Index process, employer branding, candidate experience, recruiting tools and budgets, and inclusive hiring. It also owns employee engagement and retention programs, onboarding, recognition, culture surveys, contractor lifecycle management, company off-sites, employee development, people metrics, and hiring compliance across states where Amira operates. Amira develops reading technology that applies the science of reading and neuroscience to help students become proficient readers. Its product identifies student reading skills and helps teachers deliver curriculum-aligned differentiated instruction. The company states that its work supports literacy development for PreK–7 students and that its platform is used by more than 2,500 school districts and state agencies, with over 5 million students around the world.

Requirements

At least 5 years of experience in recruiting, talent acquisition, or people programs for the Manager level; at least 7 years for the Senior Manager level.
Experience hiring at a growing technology company, ideally in SaaS, AI, or edtech.
Success recruiting technical talent, including engineering, ML, or data science, as well as go-to-market roles.
Experience coordinating recruiters; direct people-management experience is required for the Senior Manager level.
Experience working with an ATS and running behavioral assessments such as the Predictive Index.
Hands-on experience running engagement, recognition, onboarding, or retention programs.
Experience running culture surveys, performance review cycles, and company off-sites, and managing employer brand on platforms such as Glassdoor.
Ability to work with people data, build reports, interpret trends, and turn findings into clear recommendations.
Working knowledge of U.S. employment law and multi-state compliance.
Clear, confident communication with hiring managers and leaders, and strong organization across multiple searches and programs.
Systems thinking and ability to see how processes connect and design solutions.
Attention to detail and commitment to data accuracy and quality assurance.
Proactive problem-solving and ability to identify opportunities before they become requests.
Ability to explain technical concepts to non-technical stakeholders.
Commitment to continuous learning and keeping current with technologies and best practices.
Customer-focused mindset that keeps end-user impact at the center of the work.

Nice To Haves

Experience in K-12 education, edtech, or a mission-driven organization.
Experience recruiting bilingual English/Spanish talent.
Familiarity with modern ATS and HRIS platforms such as Greenhouse, Lever, Workday, or Rippling.
Predictive Index certification and/or SHRM-CP/SCP, PHR/SPHR, or similar certification.

Responsibilities

Design and run the end-to-end recruiting strategy, from workforce planning with leadership through offers and closing.
Build talent pipelines for hard-to-fill roles, especially AI/ML engineering, speech and data science, learning science, and enterprise sales.
Create a structured and fair interview process, including role scorecards, AI proficiency assessment, interviewer training, and consistent evaluation criteria.
Run the Predictive Index process, including setting job targets with hiring managers, administering behavioral and cognitive assessments, and using results in hiring and team development.
Strengthen Amira’s employer brand among educators, researchers, and technologists.
Deliver a fast, respectful, and transparent candidate experience.
Own the applicant tracking system, sourcing tools, and recruiting budget; manage agencies and job boards for cost and quality.
Drive inclusive hiring practices to widen talent pools and reduce bias.
Develop and run retention strategies by identifying why employees stay or leave and acting on those findings.
Run annual and pulse culture surveys, share results transparently, and partner with leaders on action plans.
Own onboarding to help new hires and contractors become productive and connected during their first 90 days.
Partner with managers on career paths, growth conversations, recognition, and internal mobility.
Identify flight risks for critical talent and work with leaders on retention plans.
Advise on compensation, benefits, and culture initiatives affecting retention in partnership with Total Rewards and Finance.
Design and run recognition programs that celebrate wins, milestones, and company values.
Conduct stay and exit interviews and convert findings into concrete programs.
Manage the contractor and freelancer lifecycle, including sourcing, agreements, onboarding, and offboarding, in partnership with Finance and Legal.
Ensure contractors are classified correctly and maintain an accurate roster of active engagements.
Plan and run company off-sites and team gatherings that build connection, alignment, and culture across a remote-first team.
Run employee development programs, including career paths, manager training, workshops, and learning budgets.
Track and report people metrics to leadership, including time to fill, offer acceptance, quality of hire, regretted attrition, and engagement.
Identify trends in recruiting and engagement data and recommend improvements.
Keep recruiting practices compliant with EEO, pay-transparency, and hiring laws in every state where Amira hires.