Talent Acquisition Manager

Noble People•New York, NY

2d•$90,000 - $120,000

About The Position

The Manager, Talent Acquisition owns Noble People's recruiting function and serves as a strategic Talent Acquisition partner to Human Resources, department heads, and senior leadership. This person is responsible for helping Noble attract and hire the right talent while strengthening how the organization plans, evaluates, and makes hiring decisions. This is a hands-on management role. The Manager will personally manage searches from intake through accepted offer while also leading workforce planning, proactive pipeline development, recruiting analytics, market intelligence, process improvement, and longer-term Talent Acquisition infrastructure. Because Noble operates with a lean HR and TA structure, success requires someone who is highly self-directed, comfortable working without support staff, and able to move between strategy and execution without significant oversight. The ideal candidate brings an informed point of view, independently identifies priorities and opportunities, and works collaboratively with HR and business leaders to shape and advance the function.

Requirements

6-8 years of progressive Talent Acquisition experience, including experience independently managing complex searches and advising senior leaders.
Demonstrated experience owning or materially shaping a Talent Acquisition function in a lean, standalone, or highly autonomous environment.
Strong knowledge of the media and agency talent market, including common roles, skills, competitors, compensation dynamics, and candidate pools.
Proven ability to personally manage searches from intake through accepted offer, including proactive sourcing and candidate closing.
Strong recruiting judgment and the confidence to develop, communicate, and defend a clear point of view on candidates and hiring strategy.
Experience with workforce planning, pipeline development, recruiting analytics, market intelligence, and process improvement.
Excellent written and verbal communication skills, including the ability to communicate concisely with executives and influence stakeholders without relying on formal authority.
Highly resourceful and self-directed, with a track record of independently identifying problems, developing recommendations, and carrying solutions from concept through implementation.
Strong organizational judgment and attention to detail, with the ability to manage competing priorities without a coordinator or recruiting team beneath the role.
Experience using an applicant tracking system; experience with Workable is a plus.
Bachelor's degree or equivalent relevant professional experience.

Nice To Haves

Experience in media, advertising, communications, or a similarly fast-moving professional services environment strongly preferred.

Responsibilities

Own the overall performance and evolution of Noble People’s Talent Acquisition function, balancing immediate hiring execution with longer-term capability building.
Personally lead searches from intake through accepted offer, including search strategy, proactive sourcing, candidate assessment, interview coordination, references, offer development, and closing.
Partner with HR and hiring managers to support a smooth transition from accepted offer through onboarding, including new-hire communication, internal handoffs, documentation, first-day readiness, and early employee feedback.
Partner with HR, Finance, and business leaders to maintain headcount forecasts, anticipate hiring needs, translate staffing plans into recruiting priorities, identify talent risks, and develop proactive hiring strategies.
Support TA-related financial management by tracking recruiting budgets, agency fees and spend, reviewing recruiting-related invoices, and providing accurate hiring cost projections.
Build and maintain reusable pipelines and networks across Noble’s recurring, specialized, and hard-to-fill roles rather than relying primarily on inbound applicants.
Conduct thoughtful candidate screens, distinguish between strong interview performance and likely success at Noble, and provide clear recommendations on who should advance and why.
Advise department heads and senior leaders on candidate profiles, market realities, compensation, search strategy, and hiring tradeoffs. Challenge unrealistic assumptions and keep stakeholders accountable to the process when needed.
Maintain visibility into pipeline health, time-to-fill, source effectiveness, offer acceptance, quality of hire, and other relevant outcomes. Interpret the data, identify patterns, and recommend action rather than reporting activity alone.
Maintain a strong understanding of the media and agency talent market, including competitors, roles, titles, skills, compensation, candidate availability, and talent movement. Translate market insights into practical guidance for leadership.
Continuously strengthen recruiting intake, interview rigor, feedback quality, hiring post-mortems, new-hire feedback loops, quality-of-hire measurement, Workable adoption, and other scalable TA practices.
Create an organized, responsive, and human candidate experience. Establish motivation and compensation expectations early, communicate changes promptly, close loops, and represent Noble professionally throughout the process.
Keep Workable and recruiting documentation accurate and current while independently managing multiple searches, interviews, follow-ups, offers, and competing priorities without work falling through the cracks.
Partner with HR to support consistent, equitable, and legally compliant recruiting practices and handle confidential candidate and employee information appropriately.

Benefits

15 PTO days per annum
Safe & sick days
Personal and Birthday PTO
Summer Fridays
Mental Health & Wellness days
Sabbatical Program (if with the agency for 7 or more years)
Comprehensive healthcare plan (Medical with Telehealth/virtual care options, Dental, Vision)
401K
STD
LTD
Life Insurance
Cell phone reimbursement
Pre-tax commuter benefits
Flexible Spending Account
Daily snacks