Talent Acquisition Manager

Ascent Developer Solutions•Encino, CA

About The Position

The Talent Acquisition Manager leads Ascent Developer Solutions’ Talent Acquisition function in a fast-paced, high-growth organization. This hands-on, highly visible role combines full-cycle recruiting across all functions and levels with ownership of talent acquisition strategy, systems, processes, analytics, and employer brand. The manager partners with HR, executives, and hiring managers to anticipate hiring needs, advise on talent markets and compensation, and attract, assess, and hire strong candidates. Initially operating as a lean function, the role will establish scalable practices and infrastructure to support future growth, and provide coaching and development to Talent Acquisition team members as the function expands. The position also owns recruiting operations and ATS administration, sourcing and talent pipeline development, recruiting metrics and reporting, employer branding initiatives, and candidate and hiring manager experience. It promotes structured, equitable, evidence-based hiring and continuously improves recruitment practices, efficiency, and outcomes.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
At least 7 years of progressive talent acquisition experience, including independently managing complex full-cycle recruitment.
Experience leading a talent acquisition function, recruiting operations, or significant recruiting process improvement initiatives.
Demonstrated success recruiting across multiple functions and organizational levels, including senior leadership and specialized professional roles.
Strong proficiency with applicant tracking systems, recruiting technologies, sourcing platforms, and recruitment analytics.
Proven experience developing proactive sourcing strategies and engaging passive candidates.
Strong competency-based interviewing, talent assessment, and candidate selection capabilities.
Demonstrated success with recruitment metrics, dashboards, reporting, and process improvements.
Ability to build trusted relationships with executives and hiring managers and influence decisions through data, expertise, and sound judgment.
Excellent communication, organization, negotiation, analytical, and problem-solving skills.
Ability to manage competing priorities in a fast-paced, growing organization while maintaining quality and stakeholder experience.
Strong understanding of recruiting compliance, employment practices, and fair hiring principles.
Collaborative, team-oriented spirit and the ability to thrive in a fast-paced, high-growth environment.
Tech savvy and progressive.

Nice To Haves

Recruiting experience in financial services, private lending, real estate finance, commercial lending, or related industries.
Experience working in a high-growth organization with evolving business needs and organizational structures.
Experience building or scaling a talent acquisition function within a lean HR organization.
Expertise with Greenhouse or comparable applicant tracking systems.
Experience implementing recruiting automation, AI-enabled sourcing tools, or workflow improvements.
Experience partnering with Marketing on employer branding and recruitment marketing initiatives.

Responsibilities

Lead the Talent Acquisition function, setting priorities, performance expectations, and consistent recruiting practices.
Develop and execute talent acquisition strategies aligned with company growth objectives, workforce plans, and organizational priorities.
Partner with HR and business leaders to anticipate hiring needs and create proactive recruitment plans.
Advise executives and hiring managers using talent market intelligence, compensation insights, and recruiting recommendations.
Evaluate recruitment capacity, resource allocation, and external recruiting partnerships for effectiveness and cost.
Establish scalable recruiting practices and coach Talent Acquisition team members as the function grows.
Personally manage full-cycle recruiting across functions and organizational levels, from intake and sourcing through selection, offer negotiation, and onboarding transition.
Work with hiring managers to define role requirements, success profiles, competencies, and selection criteria.
Develop recruitment strategies for specialized, high-priority, and difficult-to-fill positions.
Conduct structured, competency-based, and behavioral candidate assessments and provide objective, evidence-based recommendations.
Facilitate hiring team discussions, constructively challenge assumptions, and drive timely, informed hiring decisions.
Manage offer development, negotiation, candidate closing, and transitions into preboarding and onboarding.
Build proactive sourcing strategies and talent pipelines for critical, specialized, and recurring roles.
Source candidates through LinkedIn Recruiter, professional networks, industry associations, referrals, and emerging sourcing technologies; develop relationships with prospective candidates and talent communities.
Monitor competitor talent trends, labor market conditions, and compensation practices, and optimize sourcing channels based on effectiveness and return on investment.
Own Applicant Tracking System administration, optimization, data integrity, reporting, user adoption, and improvements.
Establish efficient, consistent, and compliant recruiting processes, standards, SLAs, interview processes, assessment tools, and documentation requirements.
Create and maintain recruiting playbooks, interview guides, competency-based scorecards, and hiring manager resources.
Improve recruiting efficiency through automation, technology, AI, and workflow enhancements.
Ensure recruitment activities comply with employment laws, company policies, and fair hiring practices.
Train and support hiring managers and interviewers on recruiting processes, ATS use, interviewing, and candidate evaluation.
Establish and improve recruiting dashboards, KPIs, reporting, and performance accountability.
Provide recruiting updates on hiring progress, pipeline health, risks, and anticipated timelines; analyze metrics and translate findings into recommendations and action plans.
Partner with HR and Finance on headcount planning, hiring forecasts, and recruiting resource decisions.
Develop employer branding and recruitment marketing initiatives with Marketing and other stakeholders, including careers-page, job-posting, and talent-messaging improvements.
Strengthen employer visibility through social media, professional communities, employee advocacy, industry networks, and referral programs; measure initiative effectiveness.
Maintain a transparent, responsive, professional, and respectful candidate experience and consultative hiring manager partnerships.
Gather candidate and hiring manager feedback and use it to improve recruiting practices.
Champion structured, equitable, and objective hiring practices that minimize bias.