Talent Acquisition Manager

InteLogix•Park City, UT

2d•$60,000 - $88,000•Remote

About The Position

InteLogix is seeking a Talent Acquisition Manager to lead hiring across its US footprint, delivering high-volume recruiting for US sites and remote programs. The role owns recruiting strategy and results, leads and develops a recruiter team, and partners with Operations, HR, Training, and Workforce Management to ensure programs are staffed on time. The manager will balance strategic planning with hands-on recruiting, including hiring events, sourcing for difficult roles, and analyzing pipeline data. The position supports high-volume agent recruitment as well as hiring supervisors, team leads, support staff, and specialized operations roles. It also leads recruitment for new program launches, ramps, and site openings across multiple states. The manager will build recruiting plans and talent pipelines, maintain client partnerships, strengthen employer brand visibility, and ensure candidates receive a consistent, positive experience and that hiring practices comply with employment regulations. The role emphasizes recruiting innovation and measurement, including adopting AI and other recruiting technology, using recruitment marketing and programmatic job advertising, and leveraging text- and chat-based recruiting. It tracks recruiting KPIs and uses the ATS for workflows, reporting, and data integrity. This is a remote role with travel to sites, client locations, and hiring events approximately 25% of the time.

Requirements

3–5 years of talent acquisition experience in a high-volume recruiting setting.
BPO or contact center recruiting experience.
Experience leading a recruiting team.
Experience supporting multi-site or multi-state hiring operations, including remote hiring.
Experience recruiting for new program launches or site openings.
Hands-on experience with recruitment marketing, programmatic job advertising, and text- or chat-based recruiting tools.
Comfort using AI in daily work and a track record of finding, testing, and implementing new recruiting technology.
Client-facing experience and ability to build strong relationships, manage expectations, and communicate with internal and external stakeholders.
A track record of meeting aggressive hiring goals in a fast-paced environment.
Experience managing the full recruiting pipeline from intake to offer acceptance.
Strong analytical skills, including working with ATS data and building recruiting reports.
Knowledge of US labor markets, sourcing channels, and competitive hiring strategies.
Excellent communication, coaching, and stakeholder management skills.
Resilience, adaptability, and the ability to stay focused on solutions under pressure.
Ability to travel up to approximately 25%.

Nice To Haves

Hands-on Workday Recruiting experience.

Responsibilities

Own recruiting strategy, execution, and results for all US sites and remote programs.
Lead, coach, and develop recruiters to meet daily, weekly, and monthly hiring targets.
Set performance expectations, hold regular one-on-ones, and foster accountability and continuous improvement.
Oversee the full recruiting lifecycle for high-volume agent hiring, from intake and sourcing through offer acceptance and onboarding handoff.
Recruit for non-agent roles, including supervisors, team leads, support staff, and specialized operations positions.
Lead hiring for new program launches, ramps, and site openings across multiple states.
Plan and run virtual and in-person hiring events, job fairs, and community and school partnerships across US markets.
Partner with Operations, HR, Training, and Workforce Management to forecast staffing needs, plan training classes, and develop hiring plans for launches and ramps.
Work with clients as a recruiting partner, set expectations, report progress, and communicate changes.
Help plan workforce needs and build talent pipelines for new programs and future expansion.
Create multi-channel marketing campaigns to build candidate pipelines.
Adopt AI technology and manage the internal change process.
Use recruitment marketing, programmatic job advertising, and text- and chat-based recruiting.
Track and report recruiting KPIs, including time-to-fill, cost-per-hire, source effectiveness, show rates, offer acceptance, and early attrition, and use results to improve team practices.
Strengthen employer brand visibility in competitive US labor markets.
Ensure a consistent, positive candidate experience and compliance with company standards and federal, state, and local employment regulations.
Use ATS workflows, reporting, and data-integrity capabilities effectively.