Talent Acquisition Manager

Caselle•Provo, UT

1d•Remote

About The Position

Govineer is a growing SaaS company that provides software and payment services to more than 2,300 local governments, municipalities, and special districts across 43 states. The Talent Acquisition Manager will own the company’s hiring approach and serve as the primary recruiting partner for hiring managers across Engineering, Product, Implementation, Customer Success, Sales, and G&A. The role combines full-cycle recruiting with building scalable hiring, interviewing, onboarding, HRIS, and ATS processes. The manager will establish structured, behavioral interviewing standards; coach hiring managers and interview teams; provide a timely and respectful candidate experience; and coordinate onboarding from offer through the new hire’s first day. The role will also maintain recruiting data and documentation, report on hiring metrics, identify process improvements, and support broader HR initiatives and compliance. The position is based in the Lindon, Utah area or remote, with a preference for candidates in the CST or MST time zones and remote work flexibility.

Requirements

At least 5 years of full-cycle recruiting experience, including at least 2 years at a SaaS or technology company.
Experience hiring across functions such as engineering, product, sales, customer success, and G&A.
Track record of managing multiple open requisitions concurrently and filling them with strong candidates on tight timelines.
Ability to advise and coach hiring managers, push back when needed, and hold teams to a high standard.
Deep experience with behavioral and structured interviewing, including training others to use these methods.
Hands-on experience configuring ATS workflows and working with an HRIS.
Proficiency with sourcing tools such as LinkedIn Recruiter.
Ability to build recruiting reports and dashboards and translate metrics into clear recommendations.
Experience coordinating onboarding across HR, IT, Payroll, and hiring managers.
Exceptional written and verbal communication skills, strong attention to detail, and sound judgment handling confidential information.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Experience building or rebuilding a recruiting function at a growing company.
Experience implementing an ATS or HRIS.
Experience hiring through acquisitions or periods of rapid growth.
Interest in govtech or public-sector software.

Responsibilities

Manage multiple concurrent openings from intake through accepted offer, including sourcing, screening, interview coordination, references, and offer negotiation.
Lead intake meetings with hiring managers to define roles, candidate profiles, interview plans, timelines, and responsibilities; provide updates throughout each search.
Source candidates through LinkedIn, job boards, referrals, and professional networks, and build pipelines for recurring and hard-to-fill SaaS roles.
Partner with HR leadership on compensation benchmarking and offer ranges, and provide market data during hiring discussions.
Design consistent interview processes, including interview plans, competency-based scorecards, and behavioral questions.
Train hiring managers and interview teams on behavioral interviewing, useful feedback, bias reduction, effective debriefs, and legally compliant interviewing.
Ensure hiring teams follow recruiting processes, provide timely feedback, and make evidence-based decisions; coach teams when they do not follow the process.
Provide candidates with timely communication, clear expectations, organized interviews, and respectful closure whether or not they are hired.
Create a straightforward hiring process for managers, with clear steps, usable tools, and regular updates; gather feedback and improve the experience.
Manage offer letters, background checks, and new-hire paperwork, and keep new hires informed and engaged before their start date.
Coordinate new-hire handoffs to IT for equipment and system access and to Payroll for setup; partner with managers on first-week plans and early check-ins.
Help design and configure HRIS and ATS workflows, including requisition approvals, interview kits and scorecards, candidate communications, offer templates, and onboarding tasks.
Maintain accurate and organized candidate data, interview feedback, and job descriptions, and document recruiting processes.
Prepare monthly and quarterly reports on time to fill and other recruiting metrics, including time to hire, pipeline by stage, source effectiveness, offer acceptance rate, and new-hire retention.
Use recruiting data to identify bottlenecks, forecast hiring capacity, and recommend improvements to leadership.
Support broader HR projects as needed, including employee engagement, training, and policy updates.
Ensure hiring and onboarding practices comply with applicable federal and state employment laws, including EEO, pay transparency, background check, and I-9 requirements.