Talent Acquisition Manager

World Headquarters•Deerfield Beach, FL

6d•Onsite

About The Position

The Learning Experience is growing across the U.S. and UK, and the quality of our growth depends on the quality of the people we bring into the organization. We're looking for a hands-on Talent Acquisition Manager who can own corporate and leadership recruiting from beginning to end. This isn't a role where you hand sourcing to one person, scheduling to another, and administration to a coordinator. You own the search — all of it. You'll partner directly with senior leaders, understand the business behind each hire, build talent pipelines rather than wait for applicants, and use market intelligence to influence hiring decisions. You'll also manage the details that create an exceptional candidate and hiring-manager experience: sourcing, screening, scheduling, ATS updates, interview preparation, communication, offers and follow-through. If you love recruiting but have reached the point where you think the administrative work is beneath you, this probably isn't the role. If you believe great recruiters own both the strategy and the execution, keep reading.

Requirements

5+ years of progressive full-cycle corporate recruiting experience
Demonstrated success independently sourcing and closing professional, leadership and hard-to-fill roles
Strong LinkedIn Recruiter and direct-sourcing capability
Experience partnering with Director, VP and executive-level hiring leaders
Ability to conduct market research and translate talent-market information into hiring recommendations
Strong interviewing and candidate-assessment skills
Excellent candidate and stakeholder communication
Comfort owning recruiting administration and ATS discipline
Ability to manage multiple searches without sacrificing candidate quality or follow-through
Strong judgment and the confidence to respectfully challenge assumptions

Nice To Haves

Experience with CareerPlug or another ATS is helpful; the ability to quickly master technology is more important

Responsibilities

Own corporate and leadership searches from intake through accepted offer, including sourcing, screening, interview coordination, candidate communication, ATS management, references and offer negotiation.
Identify and engage talent through LinkedIn Recruiter, competitive research, referrals, networking and direct outreach.
Build relationships with people we may need before we have an open position.
Maintain CareerPlug (ATS) and our recruiting processes accurate and current.
Schedule interviews, maintain candidate dispositions, prepare interview materials, document decisions, communicate updates and close the loop.
Partner with hiring leaders to define what great looks like, distinguish true requirements from preferences, and build a search strategy based on the talent market.
Bring data, a point of view and a recommendation when the market tells us something different from what we expected.
Understand where talent sits, what competitors are doing, compensation realities and how difficult a search is likely to be.
Turn that information into better hiring decisions.
Partner with the SVP of Talent and business leaders to understand upcoming hiring needs and begin building pipelines to support effective workforce planning.
Build thoughtful shortlists based on fit and potential — not activity.
Conduct meaningful screens, assess against competencies and business needs, and provide a clear recommendation on who should advance and why.
Guide hiring managers through interviewing, calibration and selection.
Push for clarity when needed and help leaders make informed decisions without becoming the decision-maker for them.