Talent Acquisition Manager

Cirrus Asset Management•Irving, TX

5d•$100,000 - $110,000•Hybrid

About The Position

Cirrus Asset Management is seeking a strategic, hands-on Talent Acquisition Manager to lead recruiting across its multi-state multifamily portfolio. Reporting to the Vice President of Human Resources, this role oversees recruiting strategy, leads and develops the Talent Acquisition Team, and partners with HR and Operations leaders to meet hiring needs. The position also carries a personal requisition load of approximately 20 open roles. The manager develops workforce and sourcing strategies, leads full-cycle recruiting, coaches the TA team, advises hiring managers, and strengthens candidate experience, employer branding, and talent pipelines. The role uses recruiting metrics and labor-market insights to improve hiring outcomes, manages budgets and recruiting vendors, and ensures recruiting practices comply with employment laws and Company policies. The schedule is Monday through Friday, 9:00 a.m. to 6:00 p.m., with three days per week in-office at the Irving, Texas corporate office. On-call duty is not required.

Requirements

At least five years of progressive full-cycle recruiting or Talent Acquisition experience, including at least two years in a lead or supervisory role.
Experience recruiting high-volume, hourly, and professional positions within a multi-site or multi-state organization.
Experience in multifamily property management.
Demonstrated success developing sourcing strategies, building talent pipelines, and using recruiting metrics to improve hiring outcomes.
Strong knowledge of employment laws and compliant recruiting, interviewing, and selection practices.
Proven ability to lead, coach, and develop recruiting professionals.
Exceptional communication, organizational, relationship-management, and consultative skills.
Proficiency with applicant tracking systems, HRIS platforms, and Microsoft Office applications.

Nice To Haves

Experience with SmartRecruiters, Yardi Voyager, Aspire, or comparable systems.
Bachelor's degree in Human Resources, Business Administration, or a related discipline; an equivalent combination of education and relevant experience may be considered.
SHRM-CP, PHR, or other relevant professional certification.

Responsibilities

Develop and execute recruiting strategies aligned with business priorities, property growth, acquisitions, and workforce needs.
Partner with leadership to forecast hiring needs and anticipate seasonal, high-volume, and difficult-to-fill positions.
Analyze labor-market and compensation trends to develop competitive sourcing strategies.
Manage approximately 20 open requisitions across corporate, leadership, specialized, and property-level positions.
Oversee the active requisition portfolio and balance recruiting workloads across the Talent Acquisition Team.
Manage the full recruiting lifecycle, from intake meetings and sourcing through interviews, offers, and onboarding handoffs.
Maintain consistent, structured, and compliant recruiting practices.
Coach, mentor, and develop the Talent Acquisition Team through clear expectations, regular feedback, and performance goals.
Balance recruiting coverage during peak hiring periods, absences, and staffing gaps, and support professional development.
Advise hiring managers, Regional Managers, and Operations leaders on interviewing, candidate evaluation, selection strategies, and offer decisions.
Ensure candidates receive a professional, responsive, and positive experience throughout the hiring process.
Lead employer branding and recruitment marketing initiatives, including job advertising, social media, job fairs, and recruiting events.
Develop sourcing strategies, job-board relationships, and community and school partnerships.
Promote internal mobility, employee referrals, and rehire programs that support retention and career growth.
Track and report recruiting KPIs, including time-to-fill, requisition aging, source effectiveness, offer acceptance, quality of hire, and early retention.
Use recruiting metrics and labor-market insights to identify opportunities for improvement.
Manage recruiting budgets, vendor relationships, and agency usage while improving recruiting efficiency and cost-per-hire.
Ensure recruiting practices, applicant records, and selection processes comply with applicable employment laws and Company policies.