Talent Acquisition Delivery Manager

STACK Infrastructure•Austin, TX

About The Position

STACK Infrastructure is seeking a Manager of Talent Acquisition Delivery to lead the day-to-day execution of talent acquisition activities and drive consistent, high-quality recruiting outcomes across the organization. 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). It is accountable for fostering accountability, collaboration, continuous improvement, and exceptional service to hiring managers and candidates, and for translating talent acquisition priorities into actionable team objectives while managing workloads and monitoring performance. The role combines hands-on recruiting leadership, people management, operational discipline, recruiting expertise, and applicant tracking system proficiency, particularly with Workday Recruiting. In partnership with the Director, Talent Acquisition and the Talent Technology & Experience Specialist, the Manager ensures recruiting activities are executed efficiently, consistently, and in alignment with business needs. The Manager may also directly manage assigned requisitions and conduct full-cycle recruiting when needed to support hiring priorities and team capacity. The position oversees recruiting delivery, team performance, processes, systems, and stakeholder communications. It monitors recruiting metrics and delivery risks, supports compliance with applicable laws and internal controls, and promotes process improvement and a consistent hiring experience. Workday system administration, security, configuration, integrations, and technical platform ownership remain with the Talent Technology & Experience Specialist and appropriate IT partners.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant professional experience.
7+ years of progressive talent acquisition or recruiting experience, including managing complex recruiting activities and partnering with business stakeholders.
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 processes, 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 individual performance expectations, priorities, and accountability for recruiting deliverables; conduct regular one-on-ones, team meetings, performance discussions, and development conversations.
Monitor individual and team performance, identify improvement opportunities, and implement coaching or corrective actions.
Support employee engagement, professional development, knowledge sharing, and team collaboration.
Manage team administration, including time-off coordination, workload coverage, performance documentation, and adherence to organizational policies.
Oversee daily recruiting execution and ensure hiring activities align with priorities, service expectations, and workforce demands.
Manage requisition assignments, workload distribution, recruiting capacity, and resource allocation across the TAM team.
Manage assigned requisitions and conduct full-cycle recruiting as business needs require.
Monitor requisition pipelines, hiring milestones, aging requisitions, and delivery risks; establish regular recruiting status reviews and pipeline discussions.
Identify bottlenecks and execution challenges, implement solutions, and escalate issues requiring leadership direction.
Ensure TAMs communicate proactively with hiring managers and candidates and deliver a consistent, high-quality recruiting experience.
Coordinate team coverage and workload adjustments as business needs change.
Translate priorities established by the Director into team plans, assignments, and deliverables.
Monitor individual and team performance using metrics, dashboards, and operational reporting; track 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, operational gaps, and opportunities to improve recruiting productivity and effectiveness.
Conduct performance reviews with TAMs, define improvement actions, and follow through on commitments.
Maintain visibility into recruiting capacity, workload distribution, and hiring delivery risks; provide the Director with timely updates, insights, and recommendations.
Ensure consistent execution of recruiting processes, procedures, documentation requirements, and service standards.
Serve as an advanced Workday Recruiting user and operational resource; 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, eliminate inefficiencies, and improve the hiring manager and candidate experience.
Partner with IT and the Talent Technology & Experience Specialist to communicate system challenges, recommend enhancements, and support adoption of approved technology improvements.
Participate in testing, training, and change adoption for recruiting system or process enhancements.
Support compliance with applicable employment laws, internal policies, recordkeeping requirements, and established recruiting controls.
Serve as an operational escalation point for recruiting delivery concerns, workload challenges, and service issues.
Partner with hiring managers and People Business Partners to resolve execution challenges and maintain recruiting service delivery.
Communicate recruiting progress, performance trends, and operational risks to the Director, Talent Acquisition.
Collaborate with IT, Talent Technology, People Business Partners, and other stakeholders to support efficient recruiting processes.
Reinforce recruiting standards, communication expectations, and service commitments across the TAM team.