Talent Acquisition Delivery Manager

STACK Infrastructure•Austin, TX

About The Position

STACK Infrastructure is seeking a Manager of Talent Acquisition Delivery to lead day-to-day talent acquisition execution and deliver consistent, high-quality recruiting outcomes. Reporting to the Director, Talent Acquisition, this role provides direct leadership, coaching, performance management, and operational oversight to a team of Talent Acquisition Managers (TAMs). The Manager translates recruiting priorities into team objectives, manages workloads, monitors performance, and supports consistent execution of recruiting processes while fostering accountability, collaboration, continuous improvement, and strong service to hiring managers and candidates. This hands-on recruiting leader oversees recruiting delivery, performance, processes, and team development. The role may directly manage requisitions and conduct full-cycle recruiting when business needs require. It monitors recruiting metrics, capacity, pipelines, and delivery risks; serves as an advanced Workday Recruiting user and operational resource; and partners with the Director, Talent Acquisition, the Talent Technology & Experience Specialist, IT, hiring managers, People Business Partners, and other stakeholders. Workday system administration, security, configuration, integrations, and technical platform ownership are assigned to the Talent Technology & Experience Specialist and appropriate IT partners. Success is measured by recruiting delivery and service commitments, team accountability and development, hiring efficiency, stakeholder experience, operational excellence, and accurate, timely recruiting activity. STACK describes itself as a provider of wholesale, colocation, and cloud data centers for hyperscale and enterprise companies. The company offers a competitive compensation package and describes a culture of appreciation, recognition, and team events.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant professional experience.
At least 7 years of progressive talent acquisition or recruiting experience, including managing complex recruiting activities and partnering with business stakeholders.
At least 2 years of direct people-management experience, including coaching, performance management, employee development, and team accountability.
Demonstrated experience overseeing recruiting delivery, managing requisition workloads, and driving team performance.
Strong working knowledge of full-cycle recruiting, candidate pipelines, sourcing strategies, hiring workflows, and recruiting performance metrics.
Proficiency with enterprise applicant tracking systems and recruiting technology.
Experience using recruiting data, dashboards, and operational reporting to identify performance gaps and improve results.
Strong organizational, prioritization, problem-solving, and decision-making skills.
Ability to manage competing priorities, resolve operational challenges, and maintain accountability in a fast-paced environment.
Strong interpersonal, coaching, communication, and stakeholder-management skills.

Nice To Haves

Strong Workday Recruiting experience, including requisition management, candidate workflows, reporting, and recruiting process execution.
Experience leading a geographically distributed or multi-location recruiting team.
Experience recruiting for technical, engineering, construction, operations, or other specialized professional positions.
Experience supporting high-growth organizations with changing workforce requirements and competing hiring priorities.
Familiarity with data center infrastructure, mission-critical operations, or related industries.
Experience implementing recruiting process improvements, operational performance standards, and team productivity initiatives.

Responsibilities

Provide direct leadership to Talent Acquisition Managers, including coaching, development, performance management, and ongoing feedback.
Set performance expectations, priorities, and accountability for recruiting deliverables; conduct regular one-on-ones, team meetings, performance discussions, and development conversations.
Monitor team and individual performance, identify improvement needs, and implement coaching or corrective actions.
Support employee engagement, professional development, knowledge sharing, and team collaboration.
Coordinate team administration, including time off, workload coverage, performance documentation, and adherence to organizational policies.
Oversee day-to-day recruiting execution and manage requisition assignments, workload distribution, recruiting capacity, and resource allocation.
Personally manage requisitions and conduct full-cycle recruiting when business needs require.
Monitor pipelines, hiring milestones, requisition aging, and delivery risks; maintain regular recruiting status reviews, pipeline discussions, and performance meetings.
Identify bottlenecks and execution challenges, implement solutions, and escalate issues requiring leadership direction.
Ensure proactive communication with hiring managers and candidates and a consistent recruiting experience.
Translate the Director’s recruiting priorities into team plans, assignments, and deliverables; coordinate coverage and adjust workloads as business needs change.
Track and evaluate recruiting performance using metrics, dashboards, and operational reporting, including time-to-hire and time-to-fill, requisition aging, hiring-plan progress, pipeline health, agency spend, candidate response time, candidate conversion, and offer acceptance.
Identify performance trends and operational gaps, conduct performance reviews with TAMs, establish improvement actions, and provide the Director with timely updates, insights, and recommendations.
Ensure consistent use of recruiting processes, procedures, documentation requirements, and service standards.
Serve as an advanced Workday Recruiting user; coach TAMs on requisition management, candidate tracking, workflow completion, and data accuracy.
Monitor recruiting data quality, transaction completion, and process adherence; identify opportunities to streamline workflows and improve hiring manager and candidate experience.
Partner with IT and the Talent Technology & Experience Specialist to communicate system challenges, recommend enhancements, and support approved technology improvements, testing, training, and change adoption.
Support compliance with applicable employment laws, internal policies, recordkeeping requirements, and recruiting controls.
Serve as an operational escalation point and partner with hiring managers and People Business Partners to resolve delivery, workload, and service challenges.
Communicate recruiting progress, performance trends, and operational risks to the Director, Talent Acquisition; collaborate with IT, Talent Technology, PBPs, and other stakeholders.
Reinforce recruiting standards, communication expectations, and service commitments across the TAM team.