Talent Acquisition Manager

Info Resume Edge•Phoenix, AZ

18h

About The Position

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders. What This Role Owns Hiring Strategy & Workforce Planning Translate business growth plans into practical hiring strategies Forecast talent needs and define hiring priorities by function Design scalable hiring processes that support speed and quality Recruitment Execution & Delivery Own end-to-end hiring outcomes across multiple roles and teams Ensure consistent, fair, and structured interview processes Personally step in to close high-impact or hard-to-fill roles Stakeholder Partnership Act as a trusted hiring advisor to leaders and executives Set clear expectations on timelines, role requirements, and market realities Push back when roles, processes, or expectations create hiring risk Team Leadership (if applicable) Lead, coach, and develop recruiters or sourcers Set performance standards and track recruiting KPIs Create accountability for quality, speed, and candidate experience Candidate Experience & Employer Brand Own candidate experience from first touch to offer acceptance Ensure communication is timely, transparent, and respectful Strengthen employer branding through messaging, process, and feedback Data, Tools & Continuous Improvement Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health) Optimize ATS usage, sourcing channels, and interview workflows Use data to identify bottlenecks and improve hiring outcomes What Success Looks Like Critical roles are filled on time with high-quality talent Hiring managers trust and rely on TA partnership Candidates describe the hiring experience as professional and human Recruiting processes scale without sacrificing quality The company is competitive in the U.S. talent market

Requirements

6+ years in talent acquisition or recruiting
2+ years leading or owning hiring programs or teams
Proven experience hiring for U.S.-based roles
Strong understanding of U.S. hiring practices and compliance
Strategic thinking with hands-on execution
Stakeholder management and influence
Data-driven decision making
Clear communication and negotiation
Ability to operate in fast-changing environments

Nice To Haves

Experience in remote-first or high-growth organizations
Exposure to technical, corporate, or niche hiring
Employer branding or recruitment marketing experience

Responsibilities

Translate business growth plans into practical hiring strategies
Forecast talent needs and define hiring priorities by function
Design scalable hiring processes that support speed and quality
Own end-to-end hiring outcomes across multiple roles and teams
Ensure consistent, fair, and structured interview processes
Personally step in to close high-impact or hard-to-fill roles
Act as a trusted hiring advisor to leaders and executives
Set clear expectations on timelines, role requirements, and market realities
Push back when roles, processes, or expectations create hiring risk
Lead, coach, and develop recruiters or sourcers
Set performance standards and track recruiting KPIs
Create accountability for quality, speed, and candidate experience
Own candidate experience from first touch to offer acceptance
Ensure communication is timely, transparent, and respectful
Strengthen employer branding through messaging, process, and feedback
Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health)
Optimize ATS usage, sourcing channels, and interview workflows
Use data to identify bottlenecks and improve hiring outcomes