Talent Acquisition Manager

Caselle•Provo, UT

7d•$80,000 - $100,000

About The Position

As Govineer's Talent Acquisition Manager, you will own the company's hiring process and serve as the primary recruiting partner to hiring managers. You will manage multiple openings across Engineering, Product, Implementation, Customer Success, Sales, and G&A, from intake and sourcing through offer acceptance. You will also build scalable hiring systems, establish structured and behavioral interviewing standards, coach hiring teams, configure recruiting and onboarding workflows in the HRIS and ATS, and report on recruiting metrics. The role aims to provide a positive candidate experience and a trusted, effective process for hiring managers. The position also manages the transition from accepted offer through day one, including offer letters, background checks, paperwork, and coordination with IT, Payroll, and hiring managers. You will support broader HR initiatives and ensure hiring and onboarding practices comply with applicable federal and state employment laws. The role is based in the Lindon, Utah area or remote, with CST or MST time zones preferred and remote work flexibility. Compensation is $80,000–$100,000 base salary plus bonus.

Requirements

At least 5 years of full-cycle recruiting experience, including at least 2 years in a SaaS or technology company.
Experience hiring across functions such as engineering, product, sales, customer success, and G&A.
Track record of managing multiple open requisitions simultaneously and filling them with strong candidates on tight timelines.
Ability to advise and coach hiring managers, push back when needed, and hold teams to a high standard.
Deep experience with behavioral and structured interviewing, including training others to use these approaches.
Hands-on experience configuring ATS workflows and working with an HRIS.
Proficiency with sourcing tools such as LinkedIn Recruiter.
Ability to build recruiting reports and dashboards and translate metrics into clear recommendations.
Experience coordinating onboarding across HR, IT, Payroll, and hiring managers.
Exceptional written and verbal communication, high attention to detail, and sound judgment with confidential information.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field.
Experience building or rebuilding a recruiting function at a growing company.
Experience implementing an ATS or HRIS.
Experience hiring through acquisitions or periods of rapid growth.
Interest in govtech or public-sector software.

Responsibilities

Manage multiple concurrent openings from intake to accepted offer, including sourcing, screening, interview coordination, references, and offer negotiation.
Lead intake meetings with hiring managers to define roles, candidate profiles, and interview plans; set expectations and provide updates throughout the process.
Proactively source talent through LinkedIn, job boards, referrals, and professional networks, and build pipelines for recurring and hard-to-fill SaaS roles.
Partner with HR leadership on compensation benchmarking and offer ranges, and bring market data into hiring discussions.
Design consistent interview processes, including interview plans, competency-based scorecards, and behavioral interview questions.
Train hiring managers and interview teams in behavioral interviewing, useful feedback, bias reduction, effective debriefs, and legally compliant interviewing.
Ensure hiring teams follow recruiting processes, submit timely feedback, and make evidence-based decisions; coach teams when needed.
Provide timely candidate communication, clear expectations, organized interviews, and respectful closure for every candidate.
Create a straightforward process for hiring managers, with clear steps, simple tools, and regular updates; gather feedback and improve the experience.
Manage offer letters, background checks, and new-hire paperwork, and keep new hires informed before their start date.
Coordinate new-hire handoffs to IT for equipment and system access and to Payroll for setup.
Partner with hiring managers on first-week plans and early check-ins for new hires.
Help design and configure HRIS and ATS workflows, including requisition approvals, interview kits and scorecards, candidate communications, offer templates, and onboarding tasks.
Maintain accurate, organized candidate data, interview feedback, and job descriptions, and document recruiting processes.
Produce monthly and quarterly reports on time to fill and other recruiting metrics, including time to hire, pipeline by stage, source effectiveness, offer acceptance rate, and new-hire retention.
Use recruiting data to identify bottlenecks, forecast hiring capacity, and recommend improvements to leadership.
Support broader HR projects as needed, such as employee engagement, training, and policy updates.
Ensure hiring and onboarding practices comply with applicable federal and state laws, including EEO, pay transparency, background check, and I-9 requirements.