Talent Acquisition Manager

Lev•New York, NY

20d•Hybrid

About The Position

We are looking for a Talent Acquisition Manager with 3+ years of experience in a high-growth environment to own end-to-end recruitment for key roles across Lev’s GTM, product, engineering, and corporate functions. You’ll partner with hiring managers to source top talent, run initial candidate screening, coordinate internal interview panels, manage offers and onboarding, and build Lev’s talent pipeline and employer brand.

Requirements

3+ years of full-cycle recruiting experience in a fast-paced startup environment.
Proven success with proactive sourcing, screening and placing candidates across multiple functions.
Strong interpersonal and communication skills
Excellent organizational, time-management and multi-tasking abilities: able to manage multiple open roles concurrently, ensure efficient process and excellent candidate experience.
Hands-on experience using Applicant Tracking Systems and sourcing tools (LinkedIn Recruiter, job boards, social media).
Data-driven mindset: comfortable tracking recruiting metrics, identifying bottlenecks and driving process improvement.

Responsibilities

Collaborate with hiring managers on role requirements, hiring priorities, and ideal candidate profiles.
Own the full recruitment lifecycle: research salary bands, write compelling job descriptions, post on job boards, and leverage networks, social media, and referrals to identify high-quality candidates.
Screen resumes and applications, conduct initial phone/video screens to assess skills, experience, cultural fit and alignment with Lev’s values.
Manage scheduling and coordination of interview panels: partner with hiring managers, interviewers, and candidates to ensure a smooth process and excellent candidate experience.
Maintain timely communication with candidates and internal stakeholders.
Draft and extend offers, coordinate background checks, reference checks, and ensure all onboarding logistics are executed (new hire orientation, equipment, first-day schedule).
Keep candidate data up to date in the ATS and track and report on recruiting metrics .
Act as a trusted advisor to hiring managers: provide market insights, sourcing strategies, and advice on org design, and help them build effective interview guides and evaluation criteria.