Talent Acquisition Manager

Zensurance

10d • Remote

About The Position

Zensurance is seeking a Talent Acquisition Manager to lead and develop its recruiting function into a consistent, measurable, and scalable operation. This is a people leadership role where the manager will oversee a team of three recruiters, focusing on systems, standards, and data to ensure consistent hiring quality, rather than managing their own requisition load. The role reports to the Senior Manager, People Operations, and is responsible for the day-to-day execution of Zensurance’s Talent Acquisition strategy.

Requirements

• 5+ years of talent acquisition leadership experience, including developing a recruiting team.
• Proven track record of building or rebuilding a TA function from scratch, including establishing interview frameworks, hiring standards, and recruiting metrics.
• Demonstrated success building top-of-funnel pipeline through sourcing, referrals, and talent pooling, and coaching a team to do the same.
• Strong command of recruiting data and ATS administration, with the ability to turn messy or unreliable data into clean, trustworthy reporting.
• Experience training and influencing hiring managers (including those outside of People/HR) on structured and inclusive interviewing practices.
• Comfort operating as an execution and data owner within a broader talent strategy set by others.
• Excellent stakeholder management skills and the judgment to prioritize a build-phase roadmap under real hiring pressure.

Nice To Haves

• Experience in a scaling mid-size organization (roughly 200-1000 employees) is an asset.

Responsibilities

• Lead and develop the recruiting team by managing, coaching, and developing three recruiters, setting clear expectations and growth paths.
• Build a team culture centered on consistency, candidate experience, and accountability for outcomes.
• Own team capacity planning and workload distribution as hiring needs shift across the business.
• Design and implement standardized intake, screening, and interview processes across all roles and levels.
• Define what a "strong hire" looks like for key roles in partnership with hiring managers and People leadership, and build structured scorecards and interview kits.
• Build screening processes that assess how candidates work in a distributed environment, including written communication, self-direction, and collaboration skills.
• Train and coach hiring managers on structured interviewing, unbiased evaluation, and effective partnership in the hiring process.
• Own pipeline building, including sourcing, referrals, talent pools, and channel investment, to address hard-to-fill roles.
• Set sourcing expectations and coach the team on proactive outreach, tracking pipeline volume and conversion by role and channel.
• Build pipeline ahead of demand for frequently hired roles using the workforce plan.
• Collaborate with Marketing and People teams on employer branding to ensure job postings reach the right candidates.
• Establish a reliable data foundation in the ATS for trusted reporting and decision-making.
• Define and implement core recruiting metrics (e.g., time-to-fill, quality of hire, pipeline conversion, interviewer consistency) and build leadership dashboards.
• Establish ongoing data hygiene practices for metric accuracy as the team scales.
• Partner with senior leaders on hiring forecasts, role prioritization, and realistic timelines.
• Partner with People Operations and HR Analytics to connect recruiting execution with workforce planning and onboarding.
• Translate talent strategy into weekly team operations and manage talent acquisition operationally.
• Collaborate with the onboarding team on the offer-to-first-day handoff to ensure hiring quality extends to new-hire success.
• Maintain compliance with applicable employment and human rights legislation.
• Champion inclusive, bias-aware hiring practices across the team and with hiring managers.
• Manage the ATS and recruiting tech stack, evaluating new tools as needed.
• Assess and utilize automation, AI, and tool integration to streamline processes without compromising human oversight.
• Contribute to employer branding and candidate experience, ensuring a consistent and professional experience for all candidates.
• Manage recruiting vendor relationships (agencies, job boards, assessment tools) and associated budget.

Benefits

• Remote-first setup for added flexibility
• Home office allowance to create a comfortable workspace
• Top-tier tech: "Office in a box" with all necessary tech equipment
• Half days before public holidays
• Flexible health and dental plans for families, including mental health support
• Health & personal spending accounts to invest in wellness your way
• Parental leave top-up
• Education assistance reimbursement for courses, conferences, books, and memberships
• Opportunities to learn from industry experts and grow your career
• Weekly Friday huddles to share updates and connect across teams
• Virtual & in-person team-building events to strengthen our culture
• Annual discretionary bonus
• Performance-based case incentive awards

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed