Talent Acquisition Manager

The Lisinski Law Firm•Dublin, OH

12d

About The Position

The Talent Acquisition Manager is a strategic, hands-on leader responsible for building and scaling recruiting operations that power the firm’s growth. This role oversees both full-cycle recruiting and high-volume, agency-style hiring models, ensuring we attract great talent. The ideal candidate has experience in RPO and/or agency-style hiring models, with a strong emphasis on designing, launching, and optimizing those teams and workflows. You’ll own recruiting strategy, team performance, hiring velocity, and continuous improvement through data-driven insights and optimized processes. The Talent Acquisition Manager partners closely with hiring leaders, operations, finance, and legal teams to ensure hiring is timely, compliant, cost‑effective, and aligned with business priorities.

Requirements

Lead, coach, and develop a team of Talent Acquisition Partners, Sourcers, and Coordinators; set clear expectations, goals, and performance standards through regular 1:1s, team meetings, and reviews.
Oversee end‑to‑end recruiting delivery across steady‑state and high-volume hiring needs, including leadership, hard‑to-fill, and short‑duration/gig roles.
Design, implement, and continuously improve recruiting operating models, including intake, forecasting, requisition batching, sourcing strategy, interview cadence, and onboarding handoffs.
Partner with hiring managers and department leaders to understand workforce demand, forecast hiring needs, and align on priorities, SLAs, and timelines.
Establish and monitor KPIs related to speed, quality, compliance, cost, and candidate experience; publish dashboards and report progress, risks, and trends to leadership.
Ensure compliance across all recruiting and onboarding activities, including background checks, credential and license verification, I‑9/E‑Verify, and proper documentation.
Govern compensation and rate‑card adherence in partnership with Finance and Legal; manage exceptions and approvals as needed.
Drive a strong, consistent, “red‑carpet” candidate experience through clear communication, efficient processes, and timely decision‑making.
Optimize recruiting systems and processes by standardizing templates, interview rubrics, workflows, and automation to reduce cycle time and rework.
Use recruiting data and market insights to improve hiring strategies, pipeline health, and overall operational effectiveness.

Responsibilities

Lead, coach, and develop a team of Talent Acquisition Partners, Sourcers, and Coordinators; set clear expectations, goals, and performance standards through regular 1:1s, team meetings, and reviews.
Oversee end‑to‑end recruiting delivery across steady‑state and high-volume hiring needs, including leadership, hard‑to-fill, and short‑duration/gig roles.
Design, implement, and continuously improve recruiting operating models, including intake, forecasting, requisition batching, sourcing strategy, interview cadence, and onboarding handoffs.
Partner with hiring managers and department leaders to understand workforce demand, forecast hiring needs, and align on priorities, SLAs, and timelines.
Establish and monitor KPIs related to speed, quality, compliance, cost, and candidate experience; publish dashboards and report progress, risks, and trends to leadership.
Ensure compliance across all recruiting and onboarding activities, including background checks, credential and license verification, I‑9/E‑Verify, and proper documentation.
Govern compensation and rate‑card adherence in partnership with Finance and Legal; manage exceptions and approvals as needed.
Drive a strong, consistent, “red‑carpet” candidate experience through clear communication, efficient processes, and timely decision‑making.
Optimize recruiting systems and processes by standardizing templates, interview rubrics, workflows, and automation to reduce cycle time and rework.
Use recruiting data and market insights to improve hiring strategies, pipeline health, and overall operational effectiveness.