Talent Acquisition Manager

Ascent Developer Solutions•Los Angeles, CA

About The Position

The Talent Acquisition Manager leads Ascent Developer Solutions’ talent acquisition function in a fast-paced, high-growth environment. The role combines hands-on, full-cycle recruiting across all business functions and organizational levels with ownership of talent acquisition strategy, recruiting systems and processes, analytics, and employer branding. The manager partners with executives, HR, and hiring managers to plan for workforce needs, attract and assess talent, and make informed hiring decisions. Initially operating as a lean, hands-on function, the role will establish scalable practices and infrastructure to support future growth. The position also develops proactive sourcing strategies and talent pipelines, optimizes the applicant tracking system and recruiting operations, establishes reporting and performance measures, and improves the candidate and hiring manager experience. The Talent Acquisition Manager is expected to serve as a trusted business advisor, use market intelligence and data to influence decisions, and promote structured, equitable, and objective hiring practices.

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 and team-oriented approach.
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 develop proactive recruitment plans.
Advise executives and hiring managers using talent market intelligence, compensation insights, and hiring recommendations.
Evaluate recruiting capacity, resource allocation, and external recruiting partnerships.
Establish scalable recruiting practices and coach and develop Talent Acquisition team members as the function grows.
Personally manage full-cycle recruiting across business functions and organizational levels, from requisition intake and sourcing through selection, offer negotiation, and onboarding transition.
Partner with hiring managers to define position 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, challenge assumptions constructively, and support timely, informed hiring decisions.
Manage offer development, negotiation, candidate closing, and transitions from recruitment through preboarding and onboarding.
Build proactive sourcing strategies, talent pipelines, candidate relationships, and talent communities.
Use LinkedIn Recruiter, professional networks, industry associations, referrals, and emerging sourcing technologies to identify candidates.
Monitor competitor talent trends, labor market conditions, and compensation practices, and optimize sourcing channels using effectiveness measures.
Own the administration, optimization, and integrity of the ATS, including workflows, data accuracy, reporting, user adoption, and system improvements.
Establish compliant and consistent recruiting processes, standards, service-level agreements, interview processes, assessment tools, and documentation requirements.
Create and maintain recruiting playbooks, interview guides, competency-based scorecards, and hiring manager resources.
Identify opportunities to improve recruiting efficiency through automation, technology, AI, and workflow enhancements.
Train and support hiring managers and interviewers on recruiting processes, ATS use, interviewing, and candidate evaluation.
Establish and improve Talent Acquisition reporting, dashboards, KPIs, and updates on hiring progress, pipeline health, risks, and timelines.
Analyze recruiting metrics, identify trends and bottlenecks, and translate data into recommendations and measurable action plans.
Partner with HR and Finance on headcount planning, hiring forecasts, and recruiting resource decisions.
Develop employer branding and recruitment marketing initiatives in partnership with Marketing and internal stakeholders.
Improve careers-page content, job postings, recruitment messaging, external talent presence, employee referrals, and other attraction channels.
Measure employer branding and recruitment marketing effectiveness and ensure consistent employer messaging throughout the candidate journey.
Deliver a transparent, responsive, professional, and respectful candidate experience, including timely updates and thoughtful engagement.
Build consultative hiring manager partnerships, communicate expectations proactively, and maintain accountability for decisions and timelines.
Gather candidate and hiring manager feedback and use it to improve recruitment practices.
Champion structured, equitable, and objective hiring practices that minimize bias.